April Update
Cynthia Fortlage
Global Leader in Inclusive Culture Transformation | Award-Winning Gender Diversity | Speaker | Mentor | Thought Leader | Seeking Literary Agent | Contact TransMission PR in case of media enquiries: aby@transmissionpr.com
Welcome to “Gender Perspectives,” a monthly exploration of the multifaceted world of gender and its profound impact on society and the workplace. As an intersectional gender diversity advocate and a dedicated champion of human rights, I am thrilled to present you with a curated space where we delve into the diverse ways gender is constructed and experienced. This newsletter bridges the vital conversations on gender identity, expression, and inclusion, bringing to light the latest news, insights, and thought-provoking discussions that have transpired within the global business landscape. Whether it’s sharing my reflections, highlighting inspiring stories, or shedding light on pressing issues, “Gender Perspectives” is your source for staying informed and inspired. Join me on this enlightening journey as we work together to create inclusive and welcoming workplaces where every individual’s identity is honoured with the dignity and respect they deserve. Let’s explore, learn, and evolve our understanding of gender together.
How to Create Diverse Teams in Technology: 4 Key Areas to Focus On
Challenges continue to exist for underrepresented groups seeking careers in technology, especially within the fund management sector. These barriers include limited exposure to STEM fields, unconscious bias within organisations, and workplace cultures that may feel exclusionary. However, solutions are available. Fund managers can proactively address these issues and build more diverse tech teams. These strategies include reaching out to broader talent pools, using technology to reduce bias in hiring (such as anonymised resumes), offering mentorship programs, and creating a company culture where everyone feels welcome and respected. The tech industry can become more equitable by tracking data and making conscious efforts towards inclusion.
International Women’s Day: Beyond Awareness, Towards Action
International Women’s Day highlights the progress made in gender equality and the persistent barriers women face in the workplace. This article explores ten key challenges, including the pay gap, unconscious bias, the “maternal wall,” and the lack of supportive networks. Importantly, it emphasises practical solutions organisations can adopt to address these issues. Recommendations include transparent pay audits, bias training, flexible work policies, formal mentorship programmes, zero-tolerance harassment policies, addressing the “second shift” burden, setting targets for female leadership, and recognising women’s experiences at the intersection of multiple marginalised identities.
Gender Diversity in Technology - Session Summary
These highlights are key takeaways from a panel discussion focused on building diversity within technology teams. It explores the concept of intersectionality, which acknowledges that individuals experience factors like race, gender, sexuality, and ability in interconnected ways. This impacts workplace dynamics, and organisations must foster collaboration between employee resource groups (ERGs) to address the unique challenges faced by those with multiple marginalised identities. The article also analyses the impact of return-to-office policies on women and gender-diverse individuals. It stresses the importance of intentional company culture, accurate diversity data collection, and broader recruitment strategies to attract a more comprehensive range of talent. With potential employees increasingly researching company culture, these issues are becoming more critical than ever for organisations that seek to foster inclusivity.
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Six Benefits of Diversity and Inclusion
Organisations that actively prioritise diversity, equity, and inclusion (DEI) reap significant benefits. This article outlines six key impacts of embedding DEI principles within a workforce. Firstly, inclusive companies attract and retain top talent more effectively. Secondly, a diverse workforce better understands the needs of customers and stakeholders, leading to stronger relationships. Thirdly, DEI fosters a safe and respectful work environment, increasing employee well-being and a sense of belonging. Engaged and supported employees tend to be more productive and innovative. Further, a focus on diversity widens the talent pool, leading to a broader range of skills within the organisation. Finally, diverse teams excel at creative problem-solving due to their varied perspectives.
Challenging the Gender Binary: 10,000 Years of Human History
The traditional concept of a strict gender binary – with only two distinct male and female categories – fails to reflect the complex reality of gender identity. Throughout history, numerous cultures have recognised a broader spectrum of gender expressions. Furthermore, the existence of intersex individuals, born with variations in sex characteristics, challenges the biological basis of the binary view. Acknowledging this historical and biological diversity has important implications for modern society. It promotes inclusivity, reduces pressure to conform to rigid gender roles, and fosters greater understanding and acceptance of the full range of human experience.
Other Notable News
Leveraging 25 years of leadership and eight years of specialised expertise in diversity, I’m inclusion; I’m passionate about helping companies build thriving, inclusiDon’trkplaces. Don’t let diversity challenges hold your Let’sess back. Let’s discuss how I can customise a solution for your unique needs. Schedule a free discovery call at cynthiafortlage@cynthiafortlage.com
Client“Cynthia’sest:
“Cynthia’s presentations are both informative and galvanising. Highly skilled in LGBTQ+ and broader DEI issues, she expertly engages audiences and inspires thoughtful dialogue.” - Accenture Song (UK)