Surnames and Gender Equality

In organizations, we focus on gender equality. We realized at some point that there was a compensation inequality. Later, we realized that leaders and boards didn’t have gender diversity and there are attempts to address these issues. 

Gender imbalances persist across multiple sectors. For instance, in the film industry, a significant majority of movies are male-centric. In governance and corporate leadership, men continue to dominate. And while things are getting better, it’s still a long way off from being equal.

Now, let's talk about something seemingly small yet deeply ingrained in our culture: the tradition of surnames. It's a microcosm of the larger gender equality issue but one that often has me wondering -

• Why are women expected to take their father’s surname?
• Why are they expected to take their husbands' surnames as a default after marriage?

Yes, in some cases, a family name or generic name is also used but my focus is on women taking on a male surname by default.

Why can’t it be a choice from the following:

• Retain your stand-alone name.
• The wife can choose to take her husband's surname.
• Kids can choose to take their father's or mother’s name or family name as a surname or not have either.
• Husbands can choose to take their wife’s name as a surname.

I am not exempt from this trend. My wife chose to take my surname in some places, and my kids use my name. I am not saying it’s wrong, I am just saying it should be a choice rather than a choice-less default expectation.

It's time we question these 'defaults' and recognize them for what they are - relics of a less equal society.

This isn't about dismantling traditions but more about evolving them in the spirit of true equality. This is perhaps a small thing in a big and complex issue but we have to start somewhere. We must think of these small things. We must ask these questions.

Fundamental grassroot level change requires us to start somewhere, invest in education, and then be patient. Maybe even surfacing such topics as discussion themes among employees can help in the education process.

Being human-centered is fundamental. Think about it: the future workplace won't just thrive on paychecks and perks. It's going to be about how deeply an organization values its people and their identities. We're talking about workplaces that honor diversity and foster genuine inclusivity. Hence organisations have to start thinking beyond their immediate day-to-day.

Let’s shake things up because small changes can challenge deep-seated norms and ignite big transformations. 

If we are to truly evolve into diverse inclusive human-centric workspaces, we must do our bit as organizations and leaders. We must pay attention to our responsibility of evolving not only our employees but also society to a higher level of consciousness.

If this read sparked your interest and you’d like to explore more, check out my earlier blogs, each a step towards understanding and creating a more inclusive, human-centric organization:

Diversity, Women, and a Human-First Workplace

The Hidden Traps of Unconscious Bias and How to Navigate Them?

How to Manage and Overcome Unconscious Bias - The RAIN Model

Putting Human-Centricity into Practice

A Human-Centric Audit to Unlock Aliveness

Embracing Humanity - A Manifesto for Human-First Leaders

Why a Human-First Approach is the Future of Work?