Gender Inclusion
Gender inclusivity – A catalyst for innovation
Research from Advanced Oxford and Oxford Brookes University has looked at the impact of gender inclusivity on innovation potential and capacity within science and technology companies. Our report, Gender inclusivity – A catalyst for innovation, can be found below, along with links to a toolkit and guidance to support companies take action in response to the report’s findings and its recommendations.
Research conducted in 2021 by Oxford Brookes University recognised a lack of gender diversity within the Oxfordshire region’s science and technology industrial base, where 90% of the companies were led by CEOs who are men, and 85% were founded exclusively by men. Oxfordshire’s Innovation Engine report (2023) showed that only 18% of technology and IP-based companies in the region have at least one woman founder, only slightly higher than the national average of 17%. Just 4% of companies have all women founding teams and only 19% have at least 30% of women as key people (senior leadership/executive teams).
We know that participation of women within science and technology companies, beyond the data reported above on founders and leadership teams, is poor and there are still many companies which are predominantly male in their workforce composition.
Our research does not suggest ways to create a gender-balanced workforce – this is a long term and multi-factor endeavour. However, this research examined innovation through a gender-inclusive lens, emphasising that for companies to be truly gender-inclusive, they must create environments where individuals of all genders have equal opportunities to contribute to, and benefit from, innovative processes and outcomes.
By incorporating diverse perspectives, experiences, and talents, a gender-inclusive approach can lead to more creative solutions, thoughtful products and services, and increased competitiveness in the marketplace.
This report presents findings from a comprehensive three-year PhD research project, undertaken at Oxford Brookes Business School, in collaboration with Advanced Oxford, conducted in the innovation ecosystem of Oxfordshire. The research seeks to understand the factors that shape inclusion and innovation, taking into account labour market dynamics, career trajectories, and company culture.
Data for this PhD was collected between April 2022 and January 2023. A mixed-method approach was taken, which involved a survey for employees within science and technology companies, one to one interviews with senior leaders within companies, and ethnography, which allowed us to study diversity and inclusion at the ecosystem level. Companies were drawn from a range of sectors, but all were using science and technology to underpin their activities, and all had innovation (development of new products and services) at the core of their mission. Companies of different sizes, age, ownership and funding models were included in the study.
“I genuinely believe I get a better team, better ideas, and better products from diverse talent” Ginni Rometty (chairman, president and CEO of IBM)
Highlights from the research
- Many companies believe they are gender-neutral, but their policies often create a facade, masking a different reality.
- Both women and men experience a masculine culture in their workplaces.
- A masculine culture negatively impacts innovation for all employees.
- A masculine culture decreases career satisfaction for both women and men, and career satisfaction is linked to higher levels of innovation.
Summary of recommendations
We have used the research and associated analysis to draw together a set of recommendations for action, directed at science and technology companies. Many of these recommendations are supported by further guidance, advice or tools, links to which can be found further down this page.
Culture
Culture within companies is identified as a key driver to support diversity and gender-inclusive innovation. Culture can emerge, evolve and / or be deliberately set and developed. We recommend an inclusive approach to designing and setting culture.
Values
Establishing values for an organisation is crucial for developing a strong culture conducive to innovation. Our research suggests that values of [open] communication; transparency; collaboration are key to companies that have innovation at the heart of what they do.
Policies and practice
This report considers how ‘policies’ can be used to signal inclusivity, even if in practice, policy can reinforce stereotypes or lack of inclusion. Our research found a gender imbalance in how policies are used, for example there is still an imbalance in most companies in how flexible working is used by women and men. This highlights the need for companies to review and establish effective policies and practices that support inclusivity and diversity.
Structure and systems
Culture and values and should be reflected in the structure and systems of organisations and should be supported by company policies and practices (e.g. policies on promotions and development and training). Recommendations are given in relation to career pathways, recruitment practices, and event design.
Culture, values, Human Resources (HR) and Equality Diversity and Inclusion (EDI) policies and structures should be planned from the earliest stages of establishing the company – retrofitting these into established and growing companies risks behaviours and norms becoming ingrained and these can be difficult to shift or change. However, established companies can still foster inclusive environments by revisiting and updating their existing culture and policies.
Download the report
Toolkit and Guidance
Tools and guidance have been designed to help companies and individuals respond to recommendations in our report. The toolkit provides materials, links to resources and guidance to assist you to create, monitor and cultivate environments that genuinely support gender-inclusive innovation. This toolkit is suitable for companies at all stages of growth, operating within the knowledge economy, who are committed to establishing a gender-inclusive environment. We also signpost you to some fantastic resources already available.
While this toolkit covers the key areas addressed within Advanced Oxford’s report, there is opportunity to develop and add to this material over time. If you have suggestions for content, or issues that you would like to see addressed, please contact Advanced Oxford ([email protected]).
The toolkit is organised around three themes:
- Designing, creating and implementing gender-inclusive culture
- Measurement and assessment
- Designing gender-inclusive structures, with a particular focus on recruitment and careers
Access the toolkit and guidance here: Open toolkit and guidance
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