Benefiting at work from Brain Based Insights

Is social stratification and gender bias inevitable at your work place? Most people tell you they believe in the freedom, equality, justice, and democracy, that founded our country. In reality though… discrimination still characterizes too many work places. Here are several practices you’ll see at work when less stratification and more gender equity permeates any business with winning results:

1. Regular reminders and incentives to treat people equally … regardless of  age, gender and race.
2. Pro-active plans and public policies  to combat sexual harassment … discrimination … or practices that create a hostile work environment.
3. Tone strategies modeled and taught to ensure workers respect opposing views, feel free to differ on issues without attacking those who disagree or getting attacked for differences
4. Safe and yet challenging environment where all people can speak and feel heard – even on controversial issues.
5. Open and inclusive decision making processes … that remain transparent and inclusive.
6. Clubs and meeting places that open to all and no venues where those who differ are excluded or made to feel lesser than for attending.
7. Regular inclusive network opportunities for social and collegial gatherings
8. Mentoring opportunities for all, regardless of gender or ethnic background.
9. Equitable distribution and sharing of jobs which are considered less prestigious than other jobs at work
10. providing support staff … regardless of gender or ethnic background.

How does your workplace rate? Companies that embrace equitable measure as well as inequitable countermeasures … offer friendly and productive work environments through most of these 10 practices. .  

Equitable organizations such as Toyota or Wegman’s  measure their progress less by what management says it does … and more by what workers feedback.  Employees at Wegman’s voted their food chain the best place to work in the country to work. Want to see equity as it impacts those who face benefits or injustices daily?   Worker feedback to the 10 practices here … can come through interactive sessions  intended to improve the company’s leadership and direction, culture and values, communication and cooperation, the job itself, performance management, and rewards and recognition.

Most would agree that equity comes more through an objective scale for common practices at work, than through stated business and management visions or goals. That’s because a firm’s stated beliefs may not transform employee practices – especially when it comes to social stratification and gender bias. Proof seems to be still in the puddin’. What do you think?