43 | WOMEN IN THE WORKPLACE: A ROAD MAP TO GENDER EQUALITY 4. Foster an inclusive and respectful culture Fostering an environment where all employees feel included For change to happen, managers need to step in early when and respected starts with making sure everyone feels safe. That they see problematic behavior and model the right behavior means communicating that sexual harassment is not acceptable themselves. When managers regularly challenge gender-biased and reviewing and handling reports of harassment promptly and language and behavior, women are significantly happier and decisively. Too few employees believe that their company does more likely to stay. Yet just over a quarter of employees say their both, despite the importance of getting these basics right. managers typically do this, and less than half of managers say they’ve received the unconscious bias training needed to get this Beyond that, there is a great deal companies can do to promote right. The quality of the training also matters: it’s good to educate an inclusive, supportive, and civil culture. This would benefit managers broadly on bias, but it’s even better to dig into specifics everyone. Although women deal with more everyday slights and and cover more subtle or complex instances of bias. Training disrespectful behavior than men, 58 percent of all employees should address how microaggressions work, so managers know experience some type of microaggression, suggesting that what to watch for on their team, and it should cover the concept incivility is too common at work. of intersectionality, so they understand the overlapping and Companies should develop clear guidelines for what collegial compounding biases that women and others from marginalized and respectful behavior looks like—as well as unacceptable and groups face. And although managers are critically important, all uncivil behavior. To be treated seriously, these guidelines must be employees would benefit from this type of training. supported by a clear reporting process and swift consequences It’s also helpful to take a step back and think about how company for disrespectful behavior. Companies should also hold periodic and team norms might disadvantage certain employees. Work refreshers to drive the guidelines home and make sure all events centered on outdoor activities can leave out employees employees understand them. Steps like these have an impact on with different abilities; an expectation that employees are on call employee satisfaction and retention. Both women and men who nights and weekends can make life harder for working parents; believe that disrespectful behavior toward women is often quickly and outings to sporting events can exclude some women. addressed at their company are happier in their roles and less likely to think about leaving. Not surprisingly, this has a bigger Finally, companies need to actively encourage and value diversity. positive impact on women: they are 44 percent less likely to think That means signaling that diversity is a top priority with action and about leaving their company, compared to 17 percent of men. accountability, seeking out different voices and perspectives, and fostering an inclusive culture where employees can respectfully talk about tricky topics, and where they are expected to actively help in building a better workplace for everyone. And of course, talking the talk on diversity only goes so far unless companies also walk the walk by building diverse teams.