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International Women’s Day – Understanding equity vs equality in the workplace decision making

Devan Moonsamy

International women’s day is celebrated on the 8^th of March each year. The day has been observed after around 15,000 women marched in New York City to call for shorter working hours, more pay and the chance to vote in the year 1908. A year later the first National Women’s Day was declared by the Socialist Party of America. The theme for this year’s commemoration is DigitALL: Innovation and technology for gender equality.

The theme for this year focuses more on how despite the advancement in technology and the opportunities available for women, there are still forms of inequality and threats to their well being online. At the same time, it is important to note that despite the leaps women have made in the field of technology, there have also been challenges etched in their path. Despite the accomplishments, contributions and participation in the field, there have for years been challenges with accepting and welcoming women in a field that is perceived to be for men.

Many might argue that it is time to prioritise equality in the workplace, especially in fields that are dominated by men. There is a need to understand that there is a difference between equality and equity. Equality refers to treating everyone equally. It is ensuring each person in the workplace gets the same resources and opportunities. Equity on the other hand refers to the provision of resources and opportunities to address the specific need of an individual. This is the process of assessing the situation of a person or a group and then reaching an outcome that renders them equal to others.

The difference between these 2 concepts is crucial to ensuring healthy working environments. This will aid in closing many gaps and challenges faced by staff. This means evaluating the situations that staff find themselves in and providing a fair method to address it. An accurate example that we can look at to showcase the need for equity in the workplace would be the concept to work from home.

During the Covid-19 pandemic, companies were seen adopting this method as a means of ensuring the wheels kept turning in the business and employees were being paid. Since the end of the pandemic, we now see more businesses having staff back at work in full force. However, if we were to apply the possibility of equity to the circumstances of our employees, we would be able to ensure a healthier working environment.

If we are aware that a team member is a new mum, pregnant or in need of working from home due to their circumstances, the option to work from home can be made available to ensure they are still meeting their deadlines. The same would apply to our male staff. If they have recently become a father, require work from home to manage personal circumstances etc, provided the resources are available then the individual would be able to do this.

This circumstance generates not just equality but how having equity when making decisions will ensure a smooth work flow. There will not be animosity towards team members who might seem favoured to work from home. It will also showcase the ability we have to manage our team with the hybrid working concept. The conversation around equity is necessary with management to create better working environments for the team. Below are 3 ways to implement equity in decision making:

Start by educating and informing your team around the difference between equity and equality. Use a presentation to show how the implementation of equity will see less issues around gender based decision making. Education is key especially around cultural beliefs as well as religious needs in the workplace. This can also be adopted to the knowledge management system accessed by staff.

Conduct an equity measurement survey at work. This can be useful to establishing if you are meeting or missing the mark on equity in the workplace. Asking questions to employees around their experience, whether they feel they are being treated fairly will show your concern in their experience. It will also contribute significantly to retaining staff and ensuring staff satisfaction.

Look at having a more inclusive and accessible workplace for your team. Consider things like disabilities or special needs. Look at your boardrooms and office, is it wheelchair friendly for staff and clients with disabilities? It can also be looking at accommodation for breastfeeding employees needing to use a breast pump in workplace. Avoid having female staff feeling they need to pump in the bathroom which is the situation for some women in the workplace. Create a breakroom accessible to staff to meet their needs.

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. He has also graduated with his Bachelor of Applied Social Science (Majoring in Psychology and Counselling) Practice/Registration Number: CO30161 – Devan is a CCSA Registered Counsellor, Executive Coach and Psychological Safety Wellness Consultant.

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

References:

Have you recently been appointed manager? – Here are 5 ways to break in the new role

Devan Moonsamy

It is a giant leap to go from a staff member to a manager in the business. The change comes with more responsibilities as well as more goals to reach. The new role brings with it more money but it also brings in its challenges. The new role depends on the assessment of you as a manager and this is not just dependant on your own effort, but that of the team that you are managing.

The reality is that for a first-time manager, going from a team member to a team leader can be overwhelming. You would need to learn to trust and manage your reaction to the work that your team does. You go from relying on yourself to now relying on your team to meet the goals and objectives of the department.

Another challenge we might find is the need to be the good manager. There might be the urge to want to make everyone happy and to care about what they think about us. This adds pressure to prove your capability and worthiness of being selected for the job.

But despite the challenges, becoming a manager has so many rewards. It is a growth opportunity for you as an individual and an employee in the business. You get to work with a group of people who you have experience with before and since you were in their shoes before you might be better equipped to manage their challenges.

Here are 5 ways to help first time managers become excellent in their role:

Conduct research and gather information on the role you will be stepping into. If you are a manager from a team you have worked with for a while, then this already is an advantage for you. But if you are moving to a different team, with new team members and a new workload, it is crucial to gather information. Gathering information and conducting research will aid in a smooth transition.

Always be open to learning. A manager and a leader are always compared. One of the things that sets a manager apart from a leader is the inability to want to learn from others. It is important to be open to the learning journey. A team member with years of experience might have a better method to handle a situation or disgruntled customer than the usual method you might want to adopt. Consulting with team members and being open to learning will better facilitate a relationship between you and your team.

Communication and engagement is key. Engage with your team and communicate with them regularly. Use regular meetings with your team as a way to be involved in what they are doing. Daily updates or even weekly updates will help the team to discuss challenges and it will allow you to keep track of their progress. Don’t be afraid to implement new strategies to improve performance. Have one on one meetings to assess performance and to get feedback on what works. Team members will appreciate the participation and enthusiasm you have in the work they are doing.

Avoid comparison. This is an important step to consider when taking on the new role. You need to avoid comparing your strategy to that of the outgoing manager. Avoid saying things like “I know this is not how your old boss used to do things,” or even saying “this is my way of doing things.” When people hear this, they automatically start to resent any decisions you take. Instead set you own ground rules on day 1. Many team members might still be sad about their old manager leaving, being considerate to their feelings will help you win them over.

Never stop learning. Be it going through the policies and procedures, code of conduct and even customer service information – never stop learning. As a manager you are tasked with operations, the key to success here is information. Speak to other managers, listen to the method they use to address issues with their team and customers. Consider going on training to upskill. It is always beneficial to upskill. Polish your skills in communication or even conflict management. If need be, embark on a learnership for management to better understand the role of management. The best way to have a great experience in the role is by obtaining knowledge. A manager that is always learning will see the value on upskilling their team.

References:

3 ways to retain staff that don’t involve a pay increase

Devan Moonsamy

Many businesses carry concern over high staff turnover. Employees leaving one company to join another will leave gaps in the work environment. When a team member leaves, the position needs to be advertised. Then the person replacing the one exiting has to be trained. It takes a few months before they settle in. While this process is taking place there could be others already lining up interviews for other positions at other companies. The reality is that the cycle to find better opportunities is always ongoing.

The process of staff leaving jobs and having regular vacancies for the same position can be extremely challenging for the business. The gap with staff leaving is not just about the admin and paper work but also the fact that it might have an impact on staff who might feel inclined to follow suit.

Infact, if you see an outgoing staff member spreading their relief of leaving your organisation to join another, this will do very little to keep your current team motivated. You might start to notice that staff members are being less productive and spend more time job hunting. If that becomes the order of the day, then it’s time to explore ways to retain your employees.

For many people in the work environment, the biggest reason for leaving is the remuneration. Leaving one company for another is largely due to more money and benefits for the employee. This can be remedied if the salary you offer is one that is in line with the market or industry. If you are unable to match or get the same salary offer for an outgoing staff then it would mean accepting their resignation.

At the same time there are also those who would just take a job or a work opportunity for an escape from the current work environment. This might even result in them taking a cut in their salary in the new position, just to escape the current work situation.

There are ways to make a staff member want to stay other than just offering them more money. Below are 3 ways to retain staff without a salary increase:

Start by becoming flexible with your work schedules. During Covid-19 companies had no choice but to adopt the work from home culture. This saw a whole new potential of work and productivity. It can be significantly noted that just as work from home was an alternative medium to perform work then, it can be one now. Instead of being hard and fast on employees working from the office, allow flexibility to work from home. Letting employees work from home will be beneficial as this can prevent the burn out culture that working from the office usually brings.

Try to look at other creative ways to give the job perks. A key point in retaining staff might be more money, benefits at work like medical aid etc, but it can also be other perks that come with the job. Depending on the kind of business you are in look at offering discounts to staff for the products or services you offer. If it is something already implemented look at companies that will list your staff for benefits and offer them those benefits. Look at gym memberships through the company or even wellness plans at a reduced rate. Also look at paying for studies for the staff member and if possible, their children in the form of bursaries. These are the sort of perks that go a long way in enhancing a team members experience in the business.

Improve the work culture. Have regular training sessions for your management and staff on how to improve the workplace. An unhappy manager will make staff unhappy, resulting in them leaving. Ensure your managers are on the same page when it comes to staff retention. It is important to groom and mentor staff and if the work culture is toxic, then the team will see more people leaving. Work on improving the work culture by implementing training programmes. Reshuffle the team and try to have more briefing sessions to motivate and encourage staff. A healthy work culture will see fewer staff members looking for work elsewhere.

References:

3 ways to effectively implement a Performance Improvement Plan for an employee that works

Devan Moonsamy

A person with his arms crossed

Description automatically generated with medium confidence It is never easy to have a discussion with an underperforming staff member. The discussion around performance and productivity can be extremely uncomfortable. If not done correctly it can make an employee feel as if they are being shown the way out. In the harsh economic times we find ourselves in, it is essential to adjust our approach to employees who are not performing according to the company standards. With that in mind, it might be time to introduce revised performance improvement plans.

Understanding performance improvement plans

When an employer observes the lack of productivity in a staff member, they might decide to take a decision to draw up a performance improvement plan to help the team member become more productive. A performance improvement plan is used to guide an employee on performance goals that need to be met within a specific timeframe. As an employee, receiving a performance improvement plan might be anxiety building. From an employee’s point of view, this might seem as the last step taken by the company before the termination of the employment contract. The reality is that managers usually use this as a tool with HR to fix the issues with an employee’s performance.

A performance improvement plan might seem intimidating for an employee but the truth is that a plan of this nature is designed to give an employee an opportunity to turn things around. As a business issuing a performance improvement plan is a useful way of managing staff turnover. It also demonstrates a positive attitude towards staff improvement. At the same time, it also aids the employer to avoid any issues if they choose to end an employee’s contract.

Let’s look at 3 ways to implement a performance improvement plan that will show development from an employee towards their goals and objectives:

The first step to creating a performance improvement plan that works is to ensure that it is clearly communicated. The discussion needs to be one that will demonstrate a conversation between management and the employee. The manager needs to take the time to explain what is expected from the team member during the period of the performance improvement plan. The discussion also needs to explain what reasons have led to the staff member being put on a performance improvement plan. In order to get the most out of the plan for the employee and the employer, the plan needs to be communicated by a manager who is determined to give the employee an opportunity to improve.

Be open to employee engagement. When drawing up a plan to improve an employee’s performance, we need to be mindful of their recognition of their own capabilities. This means being open to discussion and conversations around what works and what doesn’t. if an employee feels the timeframe measuring their performance plan is unrealistic, be open to re-evaluation. This will be beneficial for both management and the employee as this will show their seriousness in the plan and their determination to produce results. Listen to them on their own challenges and when possible, offer assistance. Perhaps there is a need for training or skills development, this can also form part of the plan.

Follow ups need to be done regularly. If you have given an employee 3 months to improve their key responsibility areas, you should not wait for the timeline to close in to check up on them. Try to conduct regular check-ups to ensure that the performance improvement plan is working. If we see the results in the first few weeks or if we see the need to adjust the plan, we can go about doing this provided we have been getting feedback on the plan. Try sitting with the employee every week to get a feel on the plan that has been drawn up for them. Regular follow ups can also help us gauge if trying a plan like this would work on other team members.

Performance improvement plans are not meant to work out employees. If done correctly, they can go a long way to retain and improve an employee’s journey in the workplace.

References:

Could healthy spending habits be the answer to reducing stress on the home and work front?

Devan Moonsamy

The month of February sees businesses closing and balancing their books as financial year end draws near. It can also be a good time for individuals to look at their own finances and the impact their spending might have in their life. However, the start of the year has not been one with positivity for consumers.

From fluctuating fuel price hikes to potential increases in the electricity tariffs, the finances of South Africans may not be looking hopeful. Infact an article online quoted labour federation Cosatu and financial experts having forecast that the year 2023 will be a difficult one for consumers.

BankservAfrica published data online showing that the average salary that is taken home by a South African declined by almost 5% in December 2022. At the same time the start of the year has done little to improve the situation for already strained South Africans with the constant load shedding, increase in the price of food and the recent interest rate hike.

As the cost-of-living increases, the stress from managing finances builds as well. There becomes a need to reassess the way spending is done, as well as to revaluate how budgets are drawn in order to prevent unnecessary spending. The stress from financial challenges on an individual can be felt not just by the family but at work as well. If there are aspects about finances weighing on a person, they will be less productive.

It can be difficult to determine what to spend on. classifying what a need and want is can be challenging especially when consumers can only focus on what they need now due to the high cost of living. Curbing our spending might be a solution to managing our finances better. If we are able to use a system of perhaps looking at the best value when buying our supplies to even cutting down on the unnecessary cost, we might be making small changes that will go a long way in our financial wellness.

During our communication and conflict management sessions at the ICHAF training institute, we address topics that might be contributing to the lack of productivity. One common topic that sets a person back and causes some of the communication issues in the workplace and the home front are finances.

In our sessions we delve into the concept of mental clutter. This is the process in which we focus on the many issues that an individual might have which will prevent them from giving their best at work and at home. The management of mental clutter can be a great way to refocus and reorganise the chaos in our mind which inevitably helps with the management of stress.

Sorting the mental clutter might one way of managing stress but there a few more ways that we can look at:

Work on a budget. The key to getting our finances in order is by writing down and spending within our means. Taking a loan might be so tempting, but the after effects is the increase in repayments as the interest builds. Try to ensure you are managing your finances by drawing up budgets and sticking to them. At the same time try to calculate more accurately on what you are spending.

Make a goal to not live from one salary to another. How often do we speak to our friends or co-workers who are living from month to month? If we reassess our spending, we might be better able to stretch out our finances. Try to avoid a splurge weekend. What often happens is that we tend to have a spoil weekend and the rest of the weekends we are broke. This is not good for our mental health. Rather look at activities to do in the city that will not cost a fortune. When drawing your budget ensure you allocate funds under entertainment.

Manage your finances with your partner. If you speak and engage with your partner around spending you will limit the fights around money at home. This might also help reduce the tension at home. Financial discussions in a relationship are useful in ensuring the that you and your partner are on the same page.

Track your spending and ensure that you pay your debt on time. It can be so easy to miss a payment btu the interest after will cause stress and frustration. Ensure you are paying your debt on time. Avoid having debit orders going of unpaid. This will just cause a pile up of debt and it will cause more stress.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za |

Website: www.ichaftraining.co.za | www.devan-moonsamy.com

References:

Post on mental clutter – https://www.the-coaching-academy.com
The ICHAF Institutes Conflict Management Manual – Unit standard 114226
The ICHAF Institutes Stress Management Manual

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International Women’s Day – Understanding equity vs equality in the workplace decision making

Have you recently been appointed manager? – Here are 5 ways to break in the new role

3 ways to retain staff that don’t involve a pay increase

3 ways to effectively implement a Performance Improvement Plan for an employee that works

Could healthy spending habits be the answer to reducing stress on the home and work front?