Common termite bias phrases39 Discussion of initiatives: Mobilizing men for gender diversity Engaging men in the pursuit of gender diversity in the workplace is crucial. Research from BCG demonstrates that organizations that actively involve men in gender diversity efforts report making 96% progress. Conversely, among companies where men are not involved, only 30% show progress34. Therefore, it can be beneficial to consider how to actively engage male employees in initiatives aiming to improve gender diversity. Encouraging allyship, where male employees actively support and advocate for gender diversity, is essential. Allyship involves individuals, typically from the majority group, actively working to understand and address the challenges faced by underrepresented groups. It is important as it fosters a more inclusive workplace and significantly contributes to improved gender diversity outcomes. Addressing unconscious bias Unconscious bias can significantly influence perceptions of the prototype employee and a good fit in a company. Bias training and workshops can address these preconceived thoughts and attitudes, but they need to be executed recurringly and at all levels of the organization to create the desired impact35. Ensuring transparency and openness Breaking with a culture of perfection in the industry, for instance by sharing mistakes and bumps along the way on social media, showcase Dr. Poornima Luthra on what to do when we witness or experience termite biases. The next time you witness a termite bias, instead of saying that was a microaggression or youre being biased, ask questions like: How did you get to that decision/conclusion? or I didnt understand the joke, would you be able to please explain it to me? or Thats an interesting way of looking at it, why dont you tell me more? Asking the right questions in the right tone can be a powerful way of getting the other person to reflect on their biases without judgement. 28 Youre gay? You should meet my friend Mark. Hes gay too! Is that your real hair? How do you manage it? Youre transgender? I cant tell. You dont look like it at all! Oh sorry, I confused you for somone else. Would you know where I can find the other Indian woman? You are being very loud. Calm down, take it easy. Stop acting like a man. Why are you so quiet? You hardly speak up. Dont get too emotional. Everyone can succeed in society if they work hard enough. Happy birthday! Now that you are 30, when are you having a baby? Are you the new intern? You look so young. How do you balance work and family? (when only asked to women and never to men) Do you plan to wear that at work? 29 More women in consulting part 1 Release date: March 8, 2024 Board of Directors at the Association of Danish Management Consulting Firms (ADMCF) Editorial: Katrine Friborg Heitmann, DI Advisors Photos: Getty Images, Implement Consulting Group Work Group More Women in Consulting: Anne Livbjerg Roed, Implement Consulting Group P/S, H Introduction Womens representation in the industry In 2021, the Association of Danish Management Consulting Firms published a catalogue of hands-on initiatives, from the industry to the industry, aimed at improving gender diversity within the sector. 19 % Top Leadership Managers 21 % Consultan Closing the wage gap Despite strides made towards gender equality, on the labor market in general women often earn less than men in comparable roles, with similar levels of experience and seniority3 with a confirmed job-to-job difference at 7%4. While specific industry wage data may not be available Discussion of initiatives: Developing a pay equity framework and conducting regular audits A standardized approach is necessary to ensure fair and equal pay for the same work or work of the same value for employees in management consulting firms. Notably, several consultancies have already implement We are testing out bias reminders ahead of performance reviews as a tool to create awareness about unconscious bias in situations where it can really make a difference Womens non-promotable work An essential facet of pertinent research to incorporate into this discourse is the No-Club research5. Th Parental leave As of August 2022, the parental leave regulation in Denmark was changed, reserving 11 weeks of parental leave to each parent9. Preliminary numbers show that men have started to take more parental leave10. According to the new figures from Udbetaling Danmark, fathers are now taking up From catalogue #1 to #2 As highlighted in the first catalogue, the strategy of gradually reducing workload before the leave and slowly ramping up again after returning remains a prevalent practice in the industry. Alternatively, employers might be given the opportunity to focus solely on internal ta Key initiatives to meet these needs during parental leave Establishing an open dialogue before, during (if preferred by the employee), and after the transition to parenthood. Emphasizing this initiative is crucial, as it stands out as one of the easiest and most cost-effective measures for companie I experienced that the loss of control associated with becoming a mother felt more extreme when wanting to simultaneously nurture ones career, and fearing the consequences that pregnancy can bring... In this context, sparring with someone who understood the situation could contribute to increased we CHECK-INS with MANAGER or SPONSOR/CAREER COUNSELOR to ensure ongoing expectations and provide support before, during, and after maternity leave 100% 92% Industry example Employees have access to healthcare guidance. This means that there is an open, honest, and confidential dialogue about everythin Leadership In the management consulting industry, where client relationships and high-performance teams are crucial elements to a successful business, leadership plays an important role. Leaders must be active advocates for gender diversity, using their influence to drive change, both within their o Discussion of initiatives: Data-driven approach A data-driven approach, spearheaded by top management, is crucial to effectively measure the impact of diversity and inclusion efforts in management consulting. This involves the implementation of, and follow-ups on, exit interviews, well-being surveys Culture audit and employer branding The consulting industry has historically had a predominantly male workforce and and client base. While the industry consists of almost 40% women today,33 remnants of historical and cultural practices persist, posing potential challenges to inclusion and diversity. Common termite bias phrases39 Discussion of initiatives: Mobilizing men for gender diversity Engaging men in the pursuit of gender diversity in the workplace is crucial. Research from BCG demonstrates that organizations that actively involve men in gender diversity efforts report making 96% progress the company as a place that not only values psychological safety but also prioritizes transparency, authenticity, and continuous learning. This can lead to an increase in the number of applicants, including more female applicants and it may retain existing employees for a longer period. Organizatio UNCONSCIOUS BIAS TRAINING raising awareness and promote understanding of biases that impact decision-making and behavior 40% 42% 30% 29% 20% 17% 13% 10% Allready implemented Dont know In progress Will be implemented Soruce: Data collected by the Association of Danish Management Consulting References 1. Data collected by the Association of Danish Management Consulting Firms 2. Top leadership consists of female CEOs and VPs in a combined director category. Data is from 2020 Managers: Data is from November 2021. Consultants: Gender distribution for full-time non-managerial employees