THE EQUALITY EQUATION

You have heard them before. A co- worker’s complaint of unfair treatment in the office or another on how he is getting paid less than his peer despite effectively working twice as hard. Let’s face it: Who doesn’t want to be treated fairly at work?

Championing workplace equality has evolved over the years to meet the demands of a more educated, diverse and savvy workforce.

Equality makes a workplace thrive. Striving for equality can dismantle boundaries, dispel biases, and open minds and hearts. When a company doubles down on its push to provide equal access to opportunities, acceptance, and voices, it is well on the right path to organisational success with a more engaged and productive workforce. As an employee, knowing that you are treated with fairness, respect and dignity at the workplace eases the daily grind of work. It always takes two to tango.

Interacting with people from diverse sectors and professional backgrounds has enriched my experience. Tackling workplace equality challenges calls for three critical factors – challenging biases, embracing differences, and reinforcing with support – to create a balanced equation. The equality equation.

CHALLENGING BIASES

We are often blinded by our own biases. Biases are mental shortcuts, and while they help us make quick decisions, they also perpetuate stereotypes and close- mindedness. Confronting biases can be exhausting, and being selfaware is the first step in addressing both conscious and unconscious biases. Being mindful of stereotypes, speaking up against bias, exercising empathy and valuing everyone’s unique contributions can generate a positive ripple effect. Individuals are empowered to contribute their skills and ideas, fostering innovation and diverse insights.

On a company level, inclusion policies emphasise equal opportunities for all employees regardless of background, gender or age. While it is common for companies to hire candidates based on education, skills and even psychographics, what if we employ those who resonate more with our corporate values and purpose? Perhaps we could shift the needle away from prejudice and towards parity.

EMBRACING DIFFERENCES

We find comfort in a community of like- minded people. However, it is easy to insulate against differing views when you are seemingly the majority. Embracing differences within organisations offers diverse perspectives that can significantly promote collaboration, problem- solving and decision- making.

Stay open to new ideas and viewpoints, and calibrate and recalibrate your thinking. Addressing discomfort head- on and with an open mind can smooth out the rough edges of differences.

REINFORCING WITH SUPPORT

The benefits of equality have been expounded repeatedly, and it is a conversation that cannot end. Because if the music stops, our default is to revert to our safe ways of thinking. We need to promote and reinforce those practices that favour workplace equality- give them a sense check from time to time and continue to make them work for all.

Efforts across education, policies, skills training, and economic initiatives are also pivotal for the sustainability of equality at work. Through these, we can nurture a society where equality isn’t just an ideal but a living reality.

Progress has been made in many aspects of workplace equality today. Nonetheless, the commitment to addressing them and creating more equitable workplaces continues to be a journey.

ELLYN TAN is a Partner – Singapore, Financial Advisory ( Restructuring & Insolvency) at Mazars in Singapore. She has a strong record of managing complex litigation, asset recovery and restructuring engagements, and is also an active advocate for women’s empowerment in the field.