Who do you see in front of you when you think of a CEO?
On 16 May 2022, Nadia Arouri and Rebecca Caric from the People & Culture Consulting team gave a talk at the University of Applied Sciences BFI Vienna as part of an event organised by the Human Resources International Network (HUMINT).
HUMINT offers a forum to exchange experiences of learning and teaching about Human Resources. The network has set up a project called ‘Student Conference Diversity and Inclusion in the Workplace’, which is led by students in collaboration with teaching staff. The format is annual and ten marketing & communications students from each partner university can attend each year.
Theory, client work, and quick wins
In an interactive interview format, our PwC experts shared their personal insights on opportunities and challenges for applicants and staff members with disabilities as part of this year’s edition on ‘digitalisation and inclusion in the workplace’. They not only offered insights into Inclusion & Diversion in consulting, but they also took a detailed look at real-world measures and potentials within the employee life cycle.
Alongside I&D measures that have positive effects on company success from the recruitment process to departure, these included ways of finding the ‘right’ fit between individuals, tasks, and organisational frameworks. Clear best practice examples and quick wins gave students an insight into the consultant’s toolbox, such as creating new, individualised jobs through job carving, or using inclusive advertisements to increase employer attractiveness.
Are we discriminating positively in favour of women?
Moving from theory to practice, and from applied examples to carefully considered questions from students. Here it’s important to acknowledge that inclusion always requires action to be taken. Equal opportunities can’t (and won’t) be created overnight.
For centuries, men and people perceived as men have enjoyed the benefits of positive discrimination – but this hasn’t been seen as a problem. In the past and even into the present, women’s lives have been shaped by certain prejudices and role expectations. In a talk on the work of Molefi Asante, the author and pioneer Ama Mazama, professor of African Studies at Temple University, USA, said:
“Objectivity is really ‘collective subjectivity’. It is impossible to be objective.”
As long as we have not yet overcome stereotypes, internalised structures, and expectations, and balance in society has not yet been restored, we will need structural changes and measures to positively discriminate in favour of women and people perceived as women. After all, who do you see in front of you when you think of a CEO?
‘Knowing where you stand’
One of the topics that came up during the discussion was equality within organisations. An Inclusion & Diversity dashboard can be an important component of an effective Inclusion & Diversity strategy and helps collate data and facts to assess the current situation within an organisation.
Likewise, I&D dashboards allow underdeveloped institutional capacities within organisations to be expanded. They assist us in complying with legal requirements, identifying and making use of opportunities and trends, creating transparency, and building trust. Ultimately, data, figures and facts support the existing I&D business case and strengthen buy-in for I&D measures.
However, implementing an I&D dashboard may create certain legal risks, and should be decided on a case-by-case basis.
It’s important to determine the following in advance:
- 1. what you would like to measure
- 2. which data is available
- 3. the quality of this data
- 4. what it is permissible to measure from a legal perspective.
Most aspects of diversity relate to aspects of an employee’s personal life and thus require certain aspects of employment law and data protection law to be observed.
Results for the long-term
We are more than the sum of our parts, more than what the eye beholds, and more than just the sum of our experiences.
“There are a lot of invisible impairments and you may never know that person struggles with them. Be mindful about other people and do not judge because you do not know their background. The same goes with person’s gender, culture, religion, sexual orientation: in other words, inclusivity matters! Dr. Nadia Arouri and Rebecca Caric, you definitely made me think more about my contribution to diversity and inclusivity at the future workplace, thank you!”
Daria G., student
All-round thinking is a crucial part of the way we work at PwC. We are happy that we were able to create a lasting impression – especially for motivated young people who will be the leaders of tomorrow.
We’d like to say thank you, too!
