Meeta Tallow’s Post

Gender equality is important to creating a supportive and an inclusive workplace. In this HR Dive article, Miranda Collard shares how Teleperformance elevates women's voices and supports their aspirations in and out of business. Read the article: https://bit.ly/3vfkRrM

As debates about the extent of hybrid work swirl, it's crucial for employers to recognise the profound impact it can have on fostering gender equality in the workplace. A recent survey highlighted on HCAMAG reveals that hybrid work models are not just about flexibility; they're about leveling the playing field for women. By embracing hybrid work arrangements, employers can dismantle traditional barriers that have hindered women's participation and advancement in the workforce. Flexible schedules allow women to balance professional responsibilities with personal commitments, whether it's childcare, eldercare, or pursuing further education. Moreover, remote work eliminates geographical constraints, opening up job opportunities for women who may not have access to traditional office settings due to location or mobility issues. Inclusive policies that prioritise flexibility create an environment where women can thrive professionally without sacrificing their personal lives. https://loom.ly/pLyIr9g #WiseWorkplace #FlexibleWork #HybridWork #WFH #RemoteWork

Have a read of our director Ceri Moyers' thoughts on the debate around #flexibleworking in Building Magazine. Granger Reis and Real Estate Balance recently found that flexible working was the number one reason why women leave their jobs in real estate. As an organisation taking practical action to increase mid-level female talent retention in order to improve gender balance at senior level, encouraging discussion around this issue is important for The Circle Partnership. https://lnkd.in/efA-ieWE

Data from our upcoming #InclusionAtWork Index shows there’s a disconnect with expectations in flexible working, with men being treated unfairly for taking advantage of these policies. There are perceptions that flexible work is for women, causing negative attitudes towards men utilising these opportunities and we found that both men and women are guilty of these biases. DCA CEO Lisa Annese explained to HR Leader that men accessing flexible work are seen as "behaving in a way outside of the stereotype of their gender and being punished for it." https://ow.ly/V2Sl50Qz0qK #FlexWork #FlexibleWork #EqualParenting #GenderEquality #GenderEquity #GenderFlexGap #Bias #UnconsciousBias #InclusiveLeadership

This is very interesting data from the Diversity Council Australia Ltd one that I feel acutely. As a full-time working parent and one in a leadership position with a busy role I need my partners work to be #flexible. The unconscious or conscious bias that this can raise is very interesting.... If the expectation is always that I will take carers leave or manage the kinder transitions (currently rather front of mind!) because that is the gender norm then my career is impacted - it also creates stress and tension between us. I find this a huge challenge in our life as we are both busy, ambitious and love our work. In my opinion one of the best things that workplaces can do to support women who have had a child returning to the workforce is ensure their partners have flexibility too. On another note - this was particularly relevant during our #fertility journey and if there was a more open approach to support in that phase it would have made a huge difference to our experience of recurrent miscarriage. #pinkelephant #diversityequityinclusion #womeninwork #womeninleadership #flexibleworking

Balancing work and life can be challenging for women. Discover tips and insights in this valuable article that helps you thrive in both areas. First and foremost, you must be willing to make yourself a priority! #womeninbusiness #worklifebalance #worklifebalancetips #women

Transforming Workplaces: Achieving genuine diversity, equity, and inclusivity extends beyond policies to the cultivation of psychological safety. Learn more about how the synergy between psychological safety, inclusivity, and gender equity forms the foundation of transformative workplaces, where every voice is heard, and every individual is empowered to contribute in our latest article. #PsychologicalSafety  #GenderEquity #DEI

Can overworking truly bridge the gender gap? New insights suggest not. Long hours and hustle culture are glorified as paths to success, but they mask a harsh reality for women in the workplace. In a groundbreaking study, identical performances yielded different outcomes based on hours worked - and the bias deepens for women. Men working 60+ hours reaped the rewards, despite equal efficiency from those working 40. The study revealed that overworking garners unmerited favour, and sadly, when women join the race, the gender bias still tails them. We've got to face facts - sheer effort isn't the game-changer for workplace equality. Organizations, it's time to pivot: value efficiency over face time, hone objective performance metrics, and cap the so-called rewards for endless hours. It's a change overdue. For women climbing the corporate ladder, and for everyone's wellbeing in our workplaces. #ExecSearch #TritonExec #telife #OverworkThemselvesOutOfWorkplaceInequality #WhyWomenCan

Embracing flexible work arrangements (hybrid and remote work) is essential for the new future of work. It is the path forward. It's time: #leaders #managers must figure out ....... how to make hybrid and remote work options work for employees, managers/supervisors, and organizations. Did you know: 1. Mandatory return to office (RTO) policies threaten to undo the progress made toward gender equality in the workplace. 2. Mandatory RTO policies disproportionately impact women, especially those with caregiving responsibilities. (Deloitte and Workplace Intelligence) 3. Mandatory RTO policies have led to a disproportionate number of women leaving organizations. (Upwork) 4. The lack of flexibility in work arrangements forces women to choose between career advancement and personal responsibilities, which disproportionately impacts career progression. 5. Flexible work arrangements have revolutionized opportunities for women re-entering the workforce, or career returners. (WOMEN RETURNERS LTD) In sum, Flexible work options support women and enhance overall productivity and employee satisfaction. Flexible work options foster a more dynamic, diverse, and productive workforce. Thx SmartBrief and author Dr. Gleb Tsipursky. #Hybridwork #flexibilityatwork #genderequality #aimhigh #achievemore Brenda Wagenknecht-Ivey, Ph.D. https://lnkd.in/gkzmZr2x