The phrase “United we stand, divided we fall” has long symbolised the strength of unity. First introduced in Aesop’s fables, like The Four Oxen and the Lion and The Bundle of Sticks, the message is simple: collective action leads to strength, while division leads to vulnerability. Adopted as Kentucky’s state motto in 1792, the phrase has since become a powerful call to action for fostering unity in various contexts, from politics to business.
This idea has also permeated popular culture. The 1970 hit song “United We Stand” by Brotherhood of Man reinforced this message, reminding us that unity is critical during times of challenge.
Whether in ancient wisdom or modern music, the message is clear: unity is key to success, and division leads to failure.
Why Diversity and Inclusion Matter
Research continually supports that businesses prioritising diversity and inclusion (D&I) outperform their competitors. A McKinsey & Company report found that organisations with diverse executive teams are 33% more likely to have higher profitability than their peers. These businesses benefit from a larger talent pool, increased employee engagement, improved retention, and more robust innovation. A diverse workforce enables more comprehensive decision-making, which is essential for organisational success.
The Current State of Gender Parity
Despite these benefits, achieving gender parity remains challenging. IBM’s report ‘Women in Leadership: Stepping Up to Lead (2023)’ highlights the progress made, yet there are still gaps to fill. While more women are represented in C-suite and board-level roles, their presence in middle management continues to lag.
This gap signifies the need for workplaces to transform into environments that are genuinely inclusive, especially in leadership. Failing to do so stifles innovation and risks losing top talent.
Lessons from the ‘First Movers’
IBM’s research on ‘first movers’—organisations ahead of their peers in gender equality—reveals three key characteristics.
- Women’s advancement is a business priority. These companies are committed to elevating women into leadership positions.
- Gender inclusivity drives financial performance. Diversity is viewed as a necessity for profitability, not a “nice-to-have.”
- A commitment to evolution. These organisations understand that gender equality requires continuous assessment and adaptation.
Overcoming Unconscious Bias and Stereotypes
One of the most significant barriers to gender parity is the persistence of gendered leadership stereotypes. Male leaders are often expected to be results-driven, while female leaders are seen as more empathetic. These ingrained biases limit the leadership potential of women and the diversity of thought that organisations desperately need.
Another IBM document, ‘Stop Calling Them Soft: Why Today’s Essential Skills Are Anything But’ (2022), emphasises the importance of so-called “soft skills,” such as communication, emotional intelligence, and transparency. These skills, which are often undervalued, are crucial to modern leadership regardless of gender.
The Rising Cost of Inaction
The cost of neglecting gender parity continues to rise. According to Catalyst, organisations that champion gender equality see 19% higher revenue growth than those that do not. Yet, many businesses still overlook the long-term benefits of gender inclusion, which is increasingly problematic as nearly one-third of women were considering leaving their jobs in 2023 due to the lack of meaningful inclusion efforts.
Path to Transformation: Leading the Change
To create lasting progress, businesses must adopt a strategic approach to diversity, equity, inclusion, and belonging (DEIB). The IBM report outlines actionable steps for leaders.
- Redefine Leadership Roles: Leadership positions should reflect the priorities and needs of the organisation, considering the skills and aspirations of potential leaders.
- Transform the Narrative: Move beyond statements of goodwill and establish measurable goals to showcase how gender inclusivity impacts the bottom line.
- Invest in Mentorship and Sponsorship: Emerging leaders need coaching, opportunities, and support to thrive.
- Address Unconscious Bias: Organisations must embed comprehensive training that challenges biases and promotes advocacy at all levels.
A Future Fueled by Inclusivity
As the global business landscape evolves, diversity and inclusion will remain vital to success. Organisations that lead in gender parity will not only attract top talent but will unlock their full potential, driving innovation and sustainable growth.
Inclusion isn’t just a box to be checked—it’s an ongoing journey that will shape the future of work.
References:
- Catalyst. (n.d.). The power of gender equality in the workplace. Catalyst. Retrieved from https://www.catalyst.org/research/gender-equality-workplace
- IBM Institute for Business Value. (2022). Stop calling them soft: Why today’s essential skills are anything but. IBM. Retrieved from https://www.ibm.com/thought-leadership/institute-business-value/report/soft-skills
- IBM Institute for Business Value. (2023). Women in leadership: Stepping up to lead. IBM. Retrieved from https://www.ibm.com/thought-leadership/institute-business-value/report/women-leadership
- McKinsey & Company. (2020). Diversity wins: How inclusion matters. McKinsey & Company. Retrieved from https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters