Practising equality
More and more, organizations are accepting the reality that the performance of the enterprise is not solely due to the leadership but is a collective product of the talents, time and treasure of the total workforce. This recognition has led to increased efforts to practice equality within the work environment.
Globally, especially in Europe there have been initiatives to put workers’ representatives in the board and increasingly to have more women executives on-board. Studies have been conducted to establish the equitable gap between the pay of the highest executive and that of the lowest worker. Some have even abolished reserved parking spaces for executives and reverted to a first come, first park policy.
Executive dining rooms have disappeared in favor of common eating areas for all. In the Rotary International headquarters in Evanston, Illinois, USA, both the officers and staff use a common cafeteria with free seating. More importantly, the officers make it a point to share tables with staff or visiting Rotarians.
In the new Globe Telecom headquarters in Bonifacio Global City, one will find that only the president has an enclosed office while the rest of the officers share with the staff.
The whole layout with the active involvement of the human resources department in the planning and implementation fosters interaction, collaboration and equality.
When I had the offices of the Centro Escolar University School of Accountancy and Management renovated, I replaced the clerk like desks of the faculty and the program heads with individual cubicles within an open space. Glass was used extensively so that transparency was enhanced as well as the feeling that we are always one. More conference rooms meant more opportunities for interaction and consultation with students and fellow faculty members. The dean’s office which used to be a large area with its own conference room was divided into one small office for me and a separate conference room which was now available for the use of everyone.
In the workplace there are more opportunities to promote equality. I noticed that while uniforms are compulsory wear for the rank and file, officers are allowed to come in civilian attire. Since these uniforms are worn to distinguish the company staff from the rest, should not officers also wear uniforms? Some companies will allow a day, usually Friday as a no uniform day. Why not a no uniform policy but with company IDs prominently worn?
When I was Managing Head of the Philippine Board of Investments, I recall having blazers made for all the staff so that by just putting on one the corporate look was achieved. In the end, savings were made and the staff felt more in sync with our corporate clients.
When I became a director of one company I requested for a company ID which I prominently displayed every time I was in the office. There was some surprise from others as the expectation was that seniors offices did not need to wear their IDs.
However, I believe everyone should be proud to be recognized as an employee of the company.
In many instances, the top executives of the company must set the tone for equality to foster. Sending personal notes to staff on special occasions or in recognition of a job well done indicates that one considers them as part of the family rather than hired hands.
Taking the effort to walk the talk and chat up the employees shows a concern for them and sends the message that they and their contributions are valued by the enterprise.
Practising equality will redound to benefits for the organization as a whole.
E-mail: melito.jr@gmail.com