When it comes to gender equity, leaders must manage team behavior in the same way they manage safety, costs, and productivity. Unfortunately, too many people in power ignore or downplay the impact of factors that can create an inequitable work environment. If you’re a leader, it’s imperative that you call out inappropriate or exclusionary behavior, even when it happens in informal interactions. Give employees who exhibit those behaviors direct, one-on-one feedback outlining how their comments or actions marginalized their colleagues and impacted the team as a whole. And use these experiences as opportunities for collective learning: Be transparent with your team about what happened and what will change as a result. As a manager, enforcing gender equity is part of your day-to-day job, and you should always be looking for opportunities to push your team closer to its ideals.

This tip is adapted from “Leaders, Stop Denying the Gender Inequity in Your Organization,” by Michelle King

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