Promoting equity in the workplace: Building a stronger workforce for all

A diverse and inclusive workplace is not just a goal—it is a necessity. Businesses that embrace gender diversity and inclusion see tangible benefits, from increased innovation and productivity to improved employee satisfaction and financial success. However, women and marginalized groups still face significant barriers, including pay gaps, underrepresentation in leadership and systemic biases.

Through the lens of three business leaders leading their respective organizations, we invite you to explore the role of gender diversity in the workplace and the actions businesses can take to foster an inclusive work environment. 

Three leaders: Cody Ragonese, Deputy Director of Programs at Equimundo; Veronica Rossi, Senior Sustainability Manager at Lavazza; and Begum Mutus, General Manager of Global Public Affairs and Ambassador of Yildiz Holding's Women Platform, bring awareness to their experiences surrounding the promotion of gender equity. The following videos from Leaders Summit 2024 capture their viewpoints and what the theme of gender equity means to them.

For true gender inclusion, organizations must actively encourage male allyship. Men in leadership positions should champion equality by advocating for women’s advancement and fostering a workplace culture where women feel empowered and valued. Creating intentional spaces for female leadership strengthens organizations and leads to more innovative decision-making.

For gender diversity to thrive, male allyship must move beyond performative gestures into tangible actions. Allyship is not about men speaking on behalf of women—it’s about creating conditions where women’s voices are heard, valued and acted upon. Organizations must go beyond diversity quotas and actively develop programs that support women’s leadership journeys, ensuring they feel empowered to take on decision-making roles without fear of bias or backlash.

Workplace cultures that successfully integrate gender equality see higher retention rates for female employees, stronger collaborative team environments and increased innovation. When men at all levels advocate for workplace policies that support gender inclusion—such as paid parental leave, flexible working arrangements and equal opportunities for promotion—organizations become more resilient, competitive and forward-thinking.

Workplace culture is often shaped by long-standing ideals of masculinity, favoring competitiveness and assertiveness over collaboration and inclusivity. By redefining what leadership looks like and embracing alternative models of masculinity, businesses can create more inclusive workplaces where diverse leadership styles are equally valued. Encouraging leaders—regardless of gender—to foster supportive and inclusive teams will ensure long-term organizational success and higher job satisfaction for employees.

Despite progress in gender equity, workplace structures and tools are still often designed with men as the default. Personal protective equipment (PPE) and other essential tools frequently fail to accommodate women in industries like technology and manufacturing. These oversights create significant barriers, discouraging women from entering or advancing in these fields. Addressing these biases in workplace design is a critical step toward true inclusivity.

This gender bias extends into other areas—technology, office design, healthcare benefits and career advancement opportunities. Many women struggle to access mentorship programmes, face unconscious biases in performance reviews and experience systemic obstacles in male-dominated fields. 

Businesses have many opportunities to take action to address gender biases Solutions like auditing workplace policies and tools to ensure inclusivity, providing mentorship programs that support women in male-dominated industries and implementing flexible work environments that address diverse employee needs are all viable options to jumpstart promoting equity.

Diversity is not only a social responsibility but also a business advantage. Research shows that inclusive workplaces lead to higher profitability, stronger resilience in market shifts and better decision-making. Companies that integrate gender equality into their sustainability strategies position themselves for long-term success.

Procurement and supply chain diversity are often overlooked aspects of workplace inclusion, yet they are powerful levers for economic inclusion. By intentionally sourcing from local and diverse suppliers, businesses contribute to economic growth while reinforcing their commitment to gender equality and their communities. Companies that prioritize gender-responsive procurement create economic opportunities for women-led businesses and underrepresented suppliers, leading to more sustainable and equitable global supply chains.

While many organizations implement diversity policies, these efforts often fall short if not backed by real cultural shifts. Companies must move beyond surface-level initiatives and integrate principles of gender equality into their core values, hiring practices and leadership training.

The UN Global Compact and Equimundo provide companies with actionable strategies to embed male allyship and gender inclusion in the workplace. Businesses must take proactive steps to close gender gaps, from revisiting hiring practices to ensuring pay equity and fostering leadership opportunities for women.

So, where to begin? Companies can take actions like: 

• Reassess recruitment processes to eliminate biases.
• Support female leadership by offering mentorship and sponsorship opportunities.
• Ensure pay equity across all levels.
• Actively foster male allyship in corporate culture.

Want to know more? Check out our recent Academy courses and resources on Gender Equality, including our recent Mainstreaming Male Allyship: An Action Guide for Business. 

Gender diversity is not just a goal—it’s a business imperative. The time for action is now.