The beginning of the year is an excellent opportunity for resolutions and predictions. And after a year like 2021, we certainly need some positive changes!
As we head into 2022, D&I initiatives have taken the forefront in organizations, for good reason. With Great Resignation raging, organizations have quickly realized that people want more purpose, more accessibility, more flexibility… and more equality. Canadian job seekers and employees are expecting more transparency and proactive action from their employers in 2022. Cookie-cutter, vanity campaigns don’t cut it anymore!
There have been some bold, yet necessary moves to promote women in leadership in male-dominated fields. Some remarkable examples come to mind: Isabelle Hudon was the first woman named president and CEO at BDC. Chantal Machabée, the first woman to anchor a daily sports newscast in Quebec, was named vice-president of communications for the Habs, a much needed step forward in diversity for the organization that has often been seen as old school and set in its ways. Cindy Blackstock, a relentless advocate for the welfare of First Nations children, took the national stage as Canada reached a landmark preliminary settlement with members of Indigenous communities.
So what else can we expect as we look forward to 2022?
remote work is opening doors for women in the workplace
With remote work becoming the norm, we’re going to see more women entering (and re-entering) the work, especially if employers continue to embrace remote work. Working from home allows women, who often have dual roles as caretakers of their home, children, and aging parents, to balance all aspects of their lives. Women coming back from maternity leave, those who are entering a new field, or who are opening their own businesses can now get to work from the comfort of their own home. Women are also beyond ready to step into leadership roles. Companies that have the foresight to see the many advantages women bring to the table will benefit from new and unique viewpoints.
increased investment in DEI will encourage change
In 2022, expect broad investments into various Diversity, Equity and Inclusion (DEI) processes across organizations in all industries. Employers are quickly realizing that DEI is no longer negotiable. Employees are cognizant of their organization’s approach to diversity and it’s a key factor in their decisions about where they choose to work. To keep up with expectations, employers are investing more into their efforts to train and develop employees on DEI, foster a strong culture of inclusion and belonging, as well as actively track DEI metrics such as employee representation that ensure equitable redesigns of people-centric systems and processes.
women are forging a path for leaders with high emotional intelligence
Women are at the forefront of the movement to recognize that there’s more to life than work. Empathy and and strong emotional intelligence (EQ) are now essential qualities that a leader must show to build thriving workplaces in 2022. Women often have these qualities in spades. Promoting more women and men with high emotional intelligence who recognize the importance of work-life balance and practicing empathy will be key to building stronger, healthier and thriving workplaces where all members feel valued and like part of the team.
putting a spotlight on organizations that make an effort
It’s well past time for change. Yet, we still need more companies that are willing to adopt strategies and policies actively focused on flexibility. Celebrating companies that do good work to allow women to feel empowered and supported in their workplaces is important to recognize positive change. We know from experience that women are a critical part of a happy, successful workforce. Employers must empower them so they can continue to play a pivotal role in modeling the leadership that our teams value and need. This includes making it possible for women to establish clear boundaries and making it possible to say “no” to extra invisible work. Also, we need to normalize public celebration of DEI efforts that drive positive change, rather than simply scorning companies that fall short.
changes in the ways our workforces are distributed
Distributed workforce models are gaining traction, as they allow more access to a global talent pool. A more diversified workforce leads organizations to be more creative with their benefits programs, and to offer family-focused and personal well-being initiatives, flexible working arrangements, more transparent compensation, stronger healthcare policies, more interconnectedness among teams, and more support for DEI strategies. These changes will definitely foster a better representation of women and people at all levels within an organization.
These are just some of the many changes we’re currently seeing in the market. Though many companies are doing good work and actively driving change, it’s important to keep up the pressure to drive progress forward.
There remains a lot to be done, and it’s more important than ever that we speak up for the change we want to see in the world of work. Let’s continue to work together on creating women-friendly workplaces.
Happy New Year!
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