by Binna Kandola
Originally published: January 24, 2017
As the first month of 2017 draws to a close, it has become abundantly clear that gender diversity and parity will once again be at the top of popular discourse.
A significant study from the Resolution Foundation recently explored the gender pay gap, revealing that the current differences we see revolve largely around parenthood and choices in later life. Hollywood is rearing its head again: a recent study from UCLA has sparked outrage about the dramatic differences in treatment and pay that even the highest actresses experience when compared to their male counterparts.
So what can we do to bring change about? As a start we could look at the way diversity and inclusion is practiced. It’s pretty ironic that reaching true gender diversity revolves around the idea of change, yet the one thing that hasn’t shifted is our approach to diversity itself. It’s been over 20 years since my first book on the topic was published and yet so many different organisations and industries still seem set in their ways – despite the fact that diversity at senior levels is quite clearly still a distant aspiration.