Mar 07, 2022
As we celebrate International Women’s Day, we look at how recognition helps in creating a culture of inclusion in today’s hybrid workforce.Scroll Down
The future of work is inclusive. As we celebrate International Women’s Day, 8th March 2022, we look at how recognition helps in creating a culture of inclusion in today’s hybrid workforce. Women specifically have taken a lot of responsibilities since time we have switched to working from home. Managing work priorities along with family has taken a different meaning for women in the new remote/work from home culture.
To grow and thrive in today’s changing business landscape, organisations must build inclusive cultures where every employee, irrespective of gender, can bring their authentic selves to work. Be it working remotely or from office, recognising inclusion becomes such a core to modern day work culture.
There are many factors that go into building an inclusive culture but perhaps the most powerful way to inspire inclusion is through recognition.
Here are three ways recognition builds a culture of inclusion
"Be it the peer-to-peer recognitions received from my team members or manager discretionary recognitions- they have kept me energized, and motivated me to do more, making my BIW journey fulfilling, meaningful and a feeling of being inclusive in a diverse workforce. Recognitions in any form creates a sense of happiness as we feel that our efforts are being valued. I had an opportunity to share improvement ideas to the leadership team as part of winning a special recognition called the Extra Mile Award. I feel a sense of belonging when my voice was being heard and my ideas being actioned” - Aarthi Shankar
“Many women take time off from work for pregnancy, childbirth and childcare responsibilities, and the penalties for taking time out of the workforce are high! As per a survey, women who took just one year off from work earned 39% less than women who did not. I returned to office after 6 months of maternity leave because I did not want to give up on my career. However, I was scared to balance work life and personal life. Every working day becomes a challenge when you have an infant at home, but some days were particularly more challenging - days when I had to put in extra hours to complete a deliverable, days when I had to travel to different city for meetings. But in hindsight, I never felt burnt out, like most women during this phase. The magic was regular and prompt recognition from managers and peers for my work, it made all the effort seem worthwhile. Also, after I returned to work, I didn't feel discriminated in terms of salary increment or growth opportunities given to me. I even got a promotion in the subsequent year. I felt that the organization wanted me to succeed”. - Roshni Kumar
“Recognition, at its core, is a form of respect and trust, and for me that's fundamental. I feel as a woman, it's not easy to earn respect. So, when a woman gets respected at work, this also gives one a sense of fulfillment outside of work (home). BI WORLDWIDE India has given me the recognition as well as the responsibility of being the CFO & a board member. Statistics show that only 4.7% of women in India are CFO & 17% hold board seats. With women being underrepresented in c-suite roles, I feel a sense of pride and inclusiveness to have been entrusted with such an important role & a seat at the table in BI WORLDWIDE. Recognition at the workplace especially for women can immensely help strengthen self- confidence & motivate to achieve greater things in life.” - Deepika Nandakumar
“Recognition has helped me evolve in organizations and roles I have had in the past 20 years. I felt deeply motivated and acknowledged every time I was appreciated for my contribution, whether it was the smallest idea or a landmark milestone. I recall a project I was spearheading, where my solution transformed the entire service standards in that organisation. My leadership recognised and asked me to execute this Pan India. I felt not only electrified, accountable but also an integral member of the organisation. My perspective changed from doing a task that was assigned to me, to taking on more responsibilities, to being a part of the change that can make a difference to my workplace. From working for an organisation to being an entrepreneur, a change maker and calling it “My workplace”. This built a stronger bond with my organization, a feeling of pride, striving to do better with each passing day, raising my own benchmark, breaking my own records, and creating an infectious environment around me of breaking boundaries.” - Ruchi Bhatnagar
Although recognition is just one tool for creating a culture of inclusion, it is a powerful one that shouldn’t be overlooked. Its power stems from impacting inclusion in three ways: helping employees feel valued, reinforcing inclusive behaviors and building connections across the organization.
Organisations need to recognise and reward women leaders, who are driving growth and business results. They need to do the deep cultural work and make commitment to create a workplace where all women feel valued, engaged, and inspired. An inclusive work culture will result in creating highly committed, highly engaged and high performing woman-force!