Women’s resource groups at work are nice in theory, but most of them don’t seem to be getting much done in terms of helping women gain equal footing at work — if they were, we’d have seen more progress by now.
So how can these groups go beyond education and make real, meaningful change? Here are Sallie’s thoughts.
By coming together, engaging with the leadership team, and effecting changes that are good for the people of the company — and therefore for the company.
For example, a company might have a subpar parental leave policy. The research tells us that this would result in more turnover from new parents and company expenses beyond what they are probably measuring as “effective” — because they have to find and train people to replace those folks.
So you can perhaps make meaningful change by coming together — with the research, with the management team — to talk about how you can have a more generous (I would say more fair) family leave policy, for primary and non-primary caregivers. That could be a way to not only make your work environment better, more family-friendly, and more people-friendly, but also to improve the results of the company.
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