Beyond Glass Ceilings and Brick Walls - International Labour ...

I. At Policy Levels
• Articulate the organization’s commitment to gender equity and equality
through the adoption of gender-related policies and other standards as
‘best’ business practices. For example:
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Gender Equity/Equality Policies
Equal Opportunity Policies
Gender concerns articulated in Employee Handbooks
Gender Equity/Equality Handbooks
Codes of Conduct at the Workplace
Sexual Harassment Policies
Such a commitment will provide clarity and set the framework to develop
clear procedures and guidelines to adopt and mainstream the best procedures.
• Direct organizational ‘diversity’ initiatives towards changing attitudes
and reducing structural gender inequalities in the organization. It is not
uncommon for employees to be segregated within their workplaces; and
not have experience in dealing with persons different to them. This is
particularly true of those who have worked long periods of time with the
same type of people or colleagues and superiors. Introduction of persons
different to them than those they are familiar with can sometimes trigger
off tensions and micropolitics that may be counterproductive to the
organization. Hence, there is a need to manage ‘diversity’ initiatives.
• Introduce gender equity/equality expectations, commitments, rights and
benefits into staff contracts. The expectations of the organization vis a
vis gender equity/equality is best mentioned explicitly in all organizational
contracts, thereby creating consciousness and avoiding confrontations
later. This may require a re-examination of existing contracts as well. The
organization may need the expertise or may decide to develop the capacity
of an officer to be able to undertake this task for the organization.
• Create a company position/role to initiate attitudinal change and monitor
gender issues in the workplace. Many workers as well as management
are bound to find it difficult to change their attitudes, long-held beliefs
and learnt behaviours relating to gender stereotypes. Identifying a person
to develop her/his capacity to help others change may be a prudent and
strategic way of addressing the requirement for individual change.
• Set measurable goals and specific time-frames for achieving gender equity/
equality. Developing an annual work plan with clear targets in line with
available resources and time, ensures steady progress towards achieving
the desired changes.
• Integrate goals of gender equity/equality into the business plan and make
adequate financial provision in company budgeting. One method of
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