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By Natalie Cox, Head of HR, DHL Global Forwarding Sub-Saharan Africa & South Africa
In today’s robust work landscape, success hinges on skilled professionals capable of making critical decisions to optimise operations and foster resilience. Coming from diverse backgrounds, these individuals contribute various skills to the job, emphasising effective collaboration. Regrettably, numerous groups remain excluded.
Despite comprising about half of the population, women only make up 20% to 29% of senior management in South Africa, according to research from Grant Thornton and PwC.
While some companies are trying to promote more women to senior management positions, it remains undeniable that many women are still not fully recognised for the top positions they are qualified for. However, this imbalance looks set to change sooner than we think.
Now, the conversation is expanding again, compelling us to strengthen our workplaces to embrace the principles of Diversity, Equity, Inclusion, and Belonging (DEIB). Belonging in the workplace involves fostering a sense of comfort and connection, enabling people to contribute to shared and meaningful goals.
DHL is proud to be a diversity champion, with women comprising almost 50% of its total workforce in sub-Saharan Africa. Over the past five years, the proportion of women sitting on other supervisory boards has grown from 30% to 40%.
Global labour shortages and the need for skilled workers have prompted companies to reevaluate their talent optimisation strategies. Diversity and inclusion (D&I) are integral to such a strategy. D&I progressed so rapidly that many initially overlooked the integration of equity into the dialogue.
According to McKinsey & Company, companies with ethnically and culturally diverse executive boards have a 43% higher likelihood of achieving higher profits. Furthermore, a report by Deloitte shows that organisations that prioritise inclusivity in their work culture are six times more likely to demonstrate innovation and agility.
This second edition of Top HR Leaders continues the Topco tradition of powerful publications celebrating success and spreading inspiration. Read it here:
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Fostering an inclusive company culture
Incorporating inclusion into the organisational culture is essential, as it fosters employee growth and potential, leading to optimal outcomes for the company. Let’s explore the best practices that companies can adopt to attain greater gender diversity:
- Introduce DEIB policies right
One of the first things companies need to do when thinking about DEIB and how to anchor it is to foster a common language. Only by speaking the same language can you make everybody part of the conversation and ensure you convey a consistent narrative to your
employees, customers, investors, and stakeholders. DEIB also requires dedication from all levels, especially senior leadership. They must ensure that gender diversity is incorporated into company policies and ingrained in the business’ day-to-day operations.
- Promote employee development
An effective way to close the gender gap is through training and skills development programs. By offering women opportunities to improve their skills, they become better equipped for career advancement. Promoting a continuous learning culture is a critical building block of a resilient organisational culture. At DHL, we are implementing several initiatives across 12 sub-Saharan countries, including leadership and career support programs such as Accelerating Development of Employees Potential and Talent (ADEPT), Women in Leadership and Shift Up a Gear (SUAG).
The primary objective of these programs is to develop professional skills that empower women with concrete control over their future and equip them for executive leadership roles. Additionally, these initiatives aim to increase the visibility of female talent through networking opportunities and exposure to executive positions.
- Change tack on recruitment approaches
In pursuing a successful DEIB transformation, it is essential to align gender equity goals in recruitment and career advancement. Creating a diverse talent pool and fostering its growth and retention are vital in achieving the required balance to harness the associated business value.
Workforce recruitment should follow a skills-based approach focusing solely on an individual’s skill sets, experience, and knowledge, regardless of gender. Similarly, applying the same approach to promotions contributes to higher employee retention rates while enabling companies to promote capable women to senior leadership positions.
- Offer flexibility
Undoubtedly, the future of work is heading towards a hybrid model combining in-office and remote work, which has gained significant popularity since the COVID-19 pandemic.
Employees often experience increased autonomy and improved work-life balance in a hybrid workplace, and companies should seriously consider integrating flexible working conditions into their policies.
An unforeseen advantage of remote work has been its positive impact on diversity and inclusion efforts. The ability to recruit top talent irrespective of geographical location has empowered businesses to access a broader and more diverse talent pool comprising individuals from various walks of life.
Go beyond table stakes
Achieving gender parity through increased recruitment of women is an essential step businesses must adapt and thrive. Agile organisations recognise the significance of incorporating diversity and inclusion into their long-term company culture and strategy.
When implemented effectively, gender equality undoubtedly unleashes a company’s complete potential for unparalleled competitiveness, creativity, and innovation.
This and more HR topics will be discussed at this year’s Future of HR conference. Read about it here:
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