Every time I see an e-mail or advertisement about popular conferences, my first instinct is to look at the lineup of speakers. The repeated male-dominated lists of speakers with only a few women, always make me question about what achievements and strides are we really talking about especially when it comes to economic development and social progress. We seem to have left out and under-represented 50 per cent of our population that comprises of women. On the other hand, I do welcome the increasing focus on women.

Women forums and conferences, trending hashtags and popular social media campaigns, female celebrities speaking up — is the boost we need for gender equality. But we all know it’s not enough! According to the World Economic Forum’s 2017 Global Gender Gap Report, gender parity is still over 200 years away. Which really does mean that most of us may not see it in this lifetime. Though if we do want to start making progress and get there sooner, we need to take some strong actions.

Gender diversity needs to be approached by considering all elements that define it in the first place. A person’s thoughts and actions on gender are guided by individual, social and organisational influences. We need to address all these elements to make sure we are working towards real change.

The Individual – No less than a woman or man

There are certain physical and behavioural inherent characteristics that will always differentiate women and men. In fact, I urge all of us to make peace with it, given that none of us have the superpowers to control natural occurrences. The issues arise when we can’t isolate the differences and let them interfere in determining the equality for women and men.

I feel gender parity can only be achieved if as individuals we all have the same choices, opportunities and treatment. Also in my area of work and personal circles, I have seen innumerable times that women become their own worst enemies by limiting themselves. Even with the best support and environment, a woman cannot expect to have the life of her choices unless she is willing to take that big step.

Once, I had a colleague who gave up a prestigious global assignment even when she had the support of her husband because she felt too guilty leaving her family behind for 8 weeks. I’ve seen women on teams who have their male colleagues present their ideas because they don’t want the spotlight on them. To see the change we want, women need to recognise and celebrate their strengths. So it is high time we speak up, take action, define ourselves, build career identities and leverage opportunities that will fulfil our aspirations.

The organisation – Integral to the individual

A lot of times when I have a conversation with my CXO colleagues or catch up with HR folks, many are still grappling with their organisation’s diversity numbers and outcomes. While organisations including governments and academic institutions have several diversity initiatives and inclusive work practices, they have still not made their mark.

According to NASSCOM’s Women and IT Scorecard – India 2017, India’s IT-BPM industry currently employs only 34 per cent women. The 2016 Monster Salary Index on gender claims that women in India earn 25 per cent less than men. My narrative on gender and these gloomy figures can only change if organisations (that includes us) can stop having a tick-in-the-box approach to gender.

Gender diversity needs the same importance that is given to every other line item on the balance sheet. Gender initiatives and practices need leadership accountability, measurement and transparency.  There is no organisation that can run without people. So irrespective of the size of the company (startups please take the hint), it needs to implement diversity with rigour and commitment.

Society – the world we live in

Our society has a direct influence on us. We can claim to be an inclusive society the day we can put an end to the existing unconscious bias and stereotypes.

Women are the primary caretakers at home, men should be the breadwinnerss, women like pink, men can never cry — this list is endless. A friend once told me that her niece gave up her tech job in a prestigious organisation because she had to work some night shifts. The neighbours kept questioning her parents about the nature of her job. The parents finally made her quit as the job did not seem appropriate for a girl who was about to get married soon.

If we really are true to the cause of women having an equal, 50:50 participation in all walks of life, then as a society we need to give them an equal platform. This includes providing a safe environment, encouraging them to study, to build a career or take life-changing decisions as they like. Ultimately, individuals should be able to lead their lives, free from actions and expectations based on gender.

I hope this read will prompt many of you to #PressforProgress and take a holistic approach to making gender diversity a reality.