Landed in the year 2022, it is unthinkable that gender bias persists across corporations of the world, including in the area of learning and development. Though many times it is not necessarily a deliberate act and the majority of the time it can be an unconscious bias, nonetheless, leaders of the organizations are equally responsible to dig deep and finding solutions to bridge the gaps in providing opportunities to both men and women for learning new skills.
Overall, to view and close these gender gaps in training programs begin with being aware of what is going on in the workplace, identifying the underlying root cause, and providing tailor-made resolution to simplify the motive behind training programs.
The goal is to make the most out of each employee and their capability, rather than assuming who can do what – irrespective of genders i.e. Man or Woman. Today’s International Corporate Trainers who are aware of these factors can easily find solutions to these ongoing challenges and mitigate these prevailing patriarchal biases. The truth is when we as take collective measures even within organizations, it becomes a far better niche for us to grow together as a healthy working community.
What Leaders Can Do ToAvoid A Gender Gap In Your Training Programs?
Training Programs For Everyone
Whether training programs are available for promotions or skill development, all employees must be encouraged to join training programs. Rather than sitting at the top and assuming try to promote training programs to all employees across the organization. This way, each employee can choose for themselves. Additionally, be sure to use neutral language that includes both men and women.
Often time’s employees may even feel inhibited to put themselves out there, your role as the leader of the organization is to keep the good energy and be communicative to the employees where they in turn can receive the positive vibe and openness from you. women in general (especially) in a male dominating industry take time in making their way because a lot of the time they don't want their fellow employees to be uncomfortable. An organization that views employees as valuable persons irrespective of gender will be more suitable in terms of proficient employee retention.
Be Accountable
Accountability is one of the major responsibilities of leaders. Managers always need to make the effort to speak to their employees directly and individually and also to be aware of day-to-day happening, instead of sitting back until any issue comes up.
This type of commitment can help leaders to create more fulfilling opportunities for the employees. Training plans and strategies can only successfully fructify and reflecta gender-neutral workplace when the implementation of those strategies consistently matches the focus of the training program.
Monitor and Evaluate
Above all, to close gender gaps, all the areas need to be monitored and evaluated. This constant assessment is a huge part to keep up with the training design, implementation, and its outcome, as all these actions can ensure attention to gender gaps. With that, there can be a focused priority in meeting the gender gap in training and development and also helps in understanding if there are any gaps that are needed to be closed insightfully.
Final Thoughts
Gender bias is real and often can be a chronic phenomenon too. This is also a systemic problem that exists at all levels of many industries. At its worst, not only does it impacts the career growth of women, it largely impacts us as a community. The idea of one-size-fits-all solutions is long gone, the bias-free gender training program can aim to harness not just productivity but it has a positive impact on long-term goals.
As we enter into a new era and the latest implementation of technology, International Corporate Trainers can make effective training programs with Professional Diploma in Train the Trainer to emphasize an inclusive workplace, as organizations need to take steps to help women with accessibility to ensure diversity is taking its own course.
Written By : Samantha Kanth
