Do 90% matter as much as 1%?

Are 90 % of your employees female? If yes, then you NEED to be a feminist company, obviously.

Now, a different scenario: What if the 90% are actually male? In that case, is it still a necessity to be a “feminist-oriented” organization? OBVIOUSLY!

Against all math rules and norms, 1% matters as much 90% when it comes to fighting for women’s rights at the workplace. Little does it matter if you are a progressive leader of a fashion startup who hires mostly females, or a more conservative-minded manager of a tech company where the percentage of female employees barely reaches 5% . Little does it matter, because 1 woman deserves equal rights not any less than 58 women.  

We know that our readers care about practical implementation the most; and probably many of you have started wondering: “Is it actually possible to position the company as a feminist one if the significant majority of employees are male?” The answer is YES. Here is how you can do it:

• BE VOCAL. Do not be afraid to talk about your feminist values in front of your male employees. That includes your company’s values, but also your personal ones. You need to transmit the right mentality into the minds of the male workers.

• ENGAGE. Send your employees, be it a male or a female, to social and professional events organized by women and/or for women. Show that for you and your company it does not matter if you have 20 or 2 female employees, you are still out there, caring enough to invest resources into women’s engagement and growth.   

• DON’T BE AFRAID TO “OVERDO IT”. The fewer women work at your company the more important it is to make sure they feel perfectly comfortable in a pre-dominantly male environment; Because the more satisfied those few female employees are, the more willing they will be to tell the world what a great employer you are. So, it is a win-win.

Women can fight for their rights on their own, all by themselves. And trust me, sooner or later we will win the battle for equality. But in today’s world, if, as a CEO and/or a manager, you do not actively support this movement for your female employees’ empowerment, then, you are a bad leader. Thus, it is your responsibility to codify the rights and embed them into your company’s culture.

BE A GREAT LEADER – SHOW THAT YOU CARE ABOUT THE 1% JUST AS MUCH AS YOU CARE ABOUT THE 90%. .