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What to expect from our Gender Equity workshop?

This workshop aims to provide tools and strategies for a more equitable workplace based on your organizational context for long-term impact.

Raquel Rojas
What to expect from our Gender Equity workshop?

A couple of years ago, we launched The Failure Survey, the only organizational tool that helps teams assess their relationship with failure and identify growth opportunities in their work culture. Thanks to the thousands of respondents from around the globe, we gathered that:

  • 49.4% Of women did not feel they were "good enough" for a position or project within their range of skills and experience.
  • 45.78% Of women usually prefer to research on their own rather than ask their colleagues for help.
  • 61.5% Of women have felt that they have to hide aspects of their personality to fit in at their workplace.

Based on our data and our experience working with the Interamerican Development Bank (BID Lab) launching Mujeres Sin Filtro, today, we’re proud to introduce our Gender Equity Workshop, a collaborative learning experience that ensures a lasting, sustainable impact on your DEI&A initiatives.

In this article you will learn how we approach the different topics that we cover throughout the Gender Equity Workshop, and some cases when our workshop might not be the right fit for your organization.

- Equity, equality or justice?

Understanding the difference between equity, equality, and justice is key when discussing the benefits of gender equity at the workplace. Equality everyone is treated the same regardless of their differences. In terms of gender equality at work, this means everyone is provided with the same opportunities with no discrimination based on gender. However, treating everyone the same way may not always result in fairness since it does not consider the varying needs and challenges different people face.

Therefore, when we talk about advancing gender equity at the workplace, we're not merely promoting equal opportunities for all genders. We’re also recognizing and addressing the unique challenges that women face, and advocating for systemic changes to erase these barriers. This approach not only benefits individual women, but also enriches the workplace overall by promoting a diverse and inclusive environment of psychological safety.

Justice is served when systemic barriers and biases that prevent people from accessing opportunities are removed. Similarly, in a workplace, achieving gender justice would mean creating an environment where all genders are not only treated equitably but are also free from systemic barriers such as gender bias, allowing them to reach their full potential.

- Unconscious biases and microaggressions

Unconscious biases are automatic, mental shortcuts used to quickly form judgments about individuals or groups. These preconceived notions, which may be completely unintentional, can significantly impact our behavior and decisions in the workplace, often to the detriment of gender equity.

Microaggressions are often casual, everyday comments or actions that indirectly or subtly perpetuate stereotypes or marginalizes a particular gender. To weed out these damaging practices, we need to develop and uphold a culture of open dialogue and constant learning. Regular training sessions, workshops, and discussions are essential for raising awareness about the subtleties and impacts of microaggressions, enabling individuals to identify, confront, and eventually stop committing them.

Achieving gender equity at the workplace isn't a one-off task. It's a continuous journey that demands consistent commitment and conscious effort from every individual. It begins with deconstructing ingrained biases and addressing microaggressions, and evolves into actively ensuring that all decisions and actions are fair, unbiased, and inclusive. After all, a workplace that nurtures equity and diversity is not just ethically right, it's also more innovative, productive, and successful.

- Gender Based Analysis+ for workspaces

Gender Based Analysis Plus (GBA+) is a tool used to assess the impacts of policies, programs, and legislation on diverse groups of people. This powerful analytical strategy shines a light on critical elements of organizational cultures and DEI&A (diversity, equity, inclusion, and accessibility) programs and initiatives. Beyond just gender, it takes into account intersecting identity factors like race, ethnicity, religion, age, and disability.

In application to organizational cultures, a GBA+ lens can help businesses to promote a more inclusive working environment. Through contending systematic inequalities and promoting gender equity, the tool can help to restructure workplace cultures that truly reflects the diversity of the workforce. This can foster a sense of unity and belonging among employees, hence enhancing productivity and work satisfaction.

Moreover, in the context of DEI&A programs and initiatives, GBA+ can play a fundamental role. It does not limit only to gender equity but extends to amplifying all voices and perspectives within an organization. GBA+ also lays a solid groundwork for DEI&A initiatives by providing accurate data and insights about the workplace culture, thus enabling organizations to design targeted interventions that address the unique needs of their diverse workforce.

- Intersectionality

Intersectionality is a powerful concept that recognizes the ways in which different social identities overlap and interact. It emphasizes that individuals are not just the sum of their individual identities, but rather, their experiences are shaped by the complex interplay of all their identities together. Gender, race, class, ability, sexual orientation, -all these and more interact to shape a person's experiences and opportunities. When applied to the workplace, intersectionality becomes a critical tool in promoting gender equity and enhancing overall organizational performance.

Integration of intersectionality into DEI&A programs and initiatives stimulates a more comprehensive understanding of employees’ experiences of discrimination or privilege. Therefore, it fosters a working environment that is genuinely inclusive and recognizes the unique circumstances and experiences of all employees. When companies commit to intersectional gender equity, they promote a workplace where all women, regardless of their race, age, socio-economic status, or disability, have access to the same opportunities as their counterparts. This meaningful commitment not only boosts productivity, but paves the way for sustainable results from DEI&A programs, aligning the organization’s mission with real-world practices that foster diversity and inclusion.

- How to promote gender equity in the workplace?

We must understand that psychological safety implies a work environment where employees are not afraid to express their ideas, doubts or concerns. They must feel comfortable being themselves without fear of potential negative consequences to their career. This atmosphere is especially vital when addressing gender equity. For this reason, fostering open communication and dialogue about gender issues is crucial. Creating forums - or workshops ;) where employees can share their experiences and learn from others is a practical approach to promoting gender equity and psychological safety.

In order to foster this sense of psychological safety, it is essential to ensure that all individuals—regardless of their gender identity—feel valued for their contributions, have equal access to opportunities, and are treated with respect and fairness. Promoting gender equity goes beyond equal pay—it encompasses offering flexible work policies, providing mentorship and more importantly, a change in behaviors and communication.

Moreover, a psychologically safe workspace encourages open dialogue and fosters a culture of transparency and trust. This not only boosts employee engagement and motivation but also enhances productivity. Employees who feel safe are more likely to take calculated risks, think outside the box, and contribute more effectively to team problem-solving efforts. Furthermore, when employees feel psychologically secure, they are also significantly more likely to stay with the company, thereby reducing turnover and the associated costs of recruitment and training.

In which cases is our Gender Equity workshop is NOT a good fit for your team or organization?

  • Your company or institution is not ready for these type of initiatives.

When your organization as a whole or upper-middle management has never received this kind of training before, we recommend holding the Difficult Conversations and the Psychological Safety workshops BEFORE the Gender Equity one, as the first steps towards building a DEI&A strategy that gets sustainable results.

These results have to do with productivity metrics, talent retention, employee well-being, as well as employee engagement and commitment, and employee turnover. But that's not all:

  • Organizations with diverse executive teams are 33% more likely to outperform their peers financially. (McKinsey&Company 2018)
  • Productivity can increase by up to 40% when a company eliminates discrimination against women (World Bank, 2023)
  • Gender-inclusive companies are 1.7 times more likely to lead innovation in their industry, have 2.2 times more sales, and 3.2 times more profit (Deloitte, 2023)

It's important to mention, just like in all our other workshops, we’re dealing with some very nuanced and difficult topics here. This brings us to another case where this workshop would not be ideal for your company: 

  • Your organization doesn't seem to prioritize the emotional aspect of work life

Talking about our emotions, mistakes or fears can lead to rejection, causing people to avoid vulnerability in group activities. Even more so when it comes to the possibility of unintentional gender violence in the workplace.

Creating a safe space where employees can freely propose, test, and communicate ideas without fear, shame, or guilt is the first step to achieving a cultural change in your organization. This will benefit the company and create a happier and more productive workforce.

In conclusion...

The Gender Equity Workshop covers crucial topics like equity, unconscious bias, Gender-Based Analysis+, intersectionality, office housework, Impostor Syndrome, weaponized incompetence; and hands-on activities that focus on the specific context of your organization.

Unlock the potential that the Gender Equity Workshop holds for the healthy and sustainable growth of your organization. Fill out this form and we’ll be supporting you every step of the way!

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What to expect from our Gender Equity workshop?
Raquel Rojas
Marketing & Comms Manager
Neurodivergent, antiracist, queer, feminist, vegan for the animals, mother, sister, lover, Mexican, immigrant. Fan of music festivals by the beach, gin tonics, and annoying people with her unsolicited unpopular opinions.


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