“Thank God there are no women on my team, I won’t have to deal with complaints of sexual harassment!”

“Should I really hire this candidate? She’s young and might get married soon. Is it really worth training her?”

“Women are too emotional – they cannot handle stress!”

How often have you heard statements like these? However, there is sufficient research which contradicts such stereotypes and confirm that having a gender-balanced work environment has multiple benefits.

In a study conducted by the International Finance Corporation (2015), it was found that having women across all levels of an organization could have the following benefits: more creativity and productivity; improved team dynamics; access to more talent; better retention of talent; and better work environment.

These benefits were traced back to some of the qualities and working styles which women engaged in.

• Different thought processes and perspectives lead to more creativity and innovation
• Women are more likely to empathise, communicate and collaborate resulting in better team dynamics.
• Women are also known to use praise and positive feedback more often than men which promotes an overall positive work environment.
• According to a UN Report, there is an increasing trend in the percentage of women who earn their college degrees, which means that there is more talent to choose from.
• Owing to their ability to multitask, women can be trained and supported to handle various positions, thus reducing the need to hire new talent. Such training and development program also promotes talent retention.

Considering that the world is moving towards better gender-balanced workplaces, it is critical that managers and employees are sensitized towards the differences and benefits of working together. Few steps to take to be more sensitive:

• Model appropriate behaviour. Your words and actions are being observed by the people around you. Whether they are jokes, behaviours, reactions, or decisions, avoid reinforcing stereotypes.
• Focus on the strengths of your team members. Since the different genders have different working styles, it is natural to experience frustration when things are not done your way. Focusing on your team members’ strengths, will allow you to manage your frustrations and handle the situation effectively.
• Evaluate team members on their performance and conduct. When you have to evaluate your team members, try and stay focused on the parameters of the work or role, rather than their behaviours or emotional reactions. 
• Intervene if you find someone being insensitive – in their words, jokes, etc., try and talk to them in private, and encourage them to be aware of the stereotypes they might believe in; and to consciously try and relate with colleagues professionally. 

What steps are you taking to promote gender-sensitivity?