Are we Empowering D&I (Gender) in the right way?

Are we Empowering D&I (Gender) in the right way?

 

In a nutshell, Google defines D&I as it's about empowering people by respecting and appreciating what makes them different, in terms of age, gender, ethnicity, religion, disability, sexual orientation, education, and national origin.

I would like to throw some light upon my view point on Gender empowerment in this article:

Whenever we attend D&I Seminars, we are thrusted upon by the below bullet points:

1.       Increase female Hiring % in respective teams like Sales etc.

2.       Minimum % to be manned with females in each team

This is more of enforcement than empowering for women fitment in teams.

I always come up with a thought that “Are all MEN culprit, blocking females to grow up despite of their performance. “

Is it sounding logical? An open question to ALL…..!!

Why an organisation will say NO to the female employee, if they are giving results to the mark?

IF you question me: Aren’t they performing? I say: Definitely they are, better than Male employees in many of the functions.

My point here is: “Why Be Merciful towards female?” Are they not capable enough to prove their Mettle..!!!

I feel Yes, absolutely no need to enforce the fitment of women. Because they are strong, capable enough to take hardships and reach peaks with their own capabilities

Verdict:

Presentations and workshops that are conducted should be always motivating for the existing female employees. So that they prove their position and responsibilities.

Then, the D&I will automatically fall into place rather than enforced fitment.

D&I to me is more of balancing rather than emphasizing any gender biases in line with the Skills required to perform a job to reach end objective of organization.

 

-Siva