How Sarah Was Coached To Build an Inclusive Workplace
When I first met Sarah, she was the Chief Operating Officer of a mid-sized tech company with an ambitious vision. Despite her company’s rapid growth, she faced an internal challenge that was stalling innovation and reducing morale—male dominance in leadership roles.
The company’s senior leadership team was 85% male, and women in mid-management positions felt overlooked for promotions. This imbalance was creating a culture of unconscious bias, where men were often assigned high-visibility projects while women were given more administrative roles.
Sarah knew she needed to take action. She reached out for executive coaching, determined to create a a workplace where both men and women could thrive equally. Over the next year, we worked together to implement strategies that transformed the company’s culture—from inclusive hiring policies to leadership development programs that empowered women.
By the end of the second year, the results were profound:
- Women in leadership roles increased from 15% to 40%
- Employee satisfaction scores rose by 35%
- Productivity and innovation improved as diverse voices contributed to decision-making
Let us look at the 9 strategies I applied to support Sarah’s commitment to build a an inclusive workplace. Whether you are a business leader, HR professional, or entrepreneur, these strategies will help you create a culture of equity, inclusion, and empowerment.
1. Foster Inclusive Leadership and Accountability
Diversity is not about how we differ. Diversity is about embracing one another’s uniqueness. Female-inclusive leadership sets the tone for workplace culture. When leaders actively promote female inclusion, they create an environment where all employees feel valued, respected, and empowered.
How I Worked With Sarah’s Company On This
From our session, Sarah realized that changing workplace culture required an assertive (not aggressive) top-down approach. Initially, senior executives dismissed concerns about gender imbalance, viewing it as a natural consequence of the industry’s male dominance. To address this, we implemented mandatory female inclusion training for all senior executives.
These sessions highlighted real-world biases, provided case studies, and encouraged open discussions about leadership responsibilities in fostering inclusivity.
We also established accountability metrics—each department head was required to track female representation within their teams and report on actions taken to support women’s growth. Over time, this led to significant shifts in attitudes, with leaders actively championing female-inclusive policies instead of resisting them.
Result
By the following financial year, leaders in Sarah’s company are held accountable for female diversity goals, leading to better hiring, mentorship, and promotion opportunities for women. Surveys indicate a 50% improvement in perceptions of leadership fairness and inclusivity.
2. Promote Equal Access to Career Advancement Opportunities
In the marketplace, you can’t be what you can’t see. One major barrier to women inclusion is the lack of visibility and mentorship for women in leadership roles. Organizations must provide equal access to promotions, career development programs, and mentorship opportunities.
How I Worked With Sarah’s Company On This
We discovered that while women in Sarah’s company were highly competent, they were often overlooked for leadership roles because they were not given high-profile projects or leadership training. To change this, we introduced a sponsorship program where senior executives actively mentored and advocated for high-potential female employees. Unlike traditional mentorship, sponsors took an active role in promoting their mentees by ensuring they had opportunities to lead significant projects and attend executive meetings.
Additionally, we ensured that promotion criteria were transparent and measurable. Instead of relying on subjective assessments, we deployed a scorecard system in Sarah’s company, ensuring that all candidates were evaluated fairly based on performance, leadership potential, and contributions.
Result
Within two years, promotions for women increased by 45%, and employees reported a stronger sense of career progression fairness. Many female employees who previously felt stuck in mid-management roles were now successfully leading key business divisions.
3. Implement Family-Friendly Policies
I reckon that work-life balance is not an entitlement or benefit. A company cannot give it to her staff. Every individual career professional – male and female – have to create work-life balance for themselves. That said, many women leave the workforce due to a lack of support for caregiving responsibilities.
Family-friendly policies—such as parental leave, flexible schedules, and remote work options—can improve retention and engagement.
How I Worked With Sarah’s Company On This
Sarah noticed that women in mid-management roles were leaving the company at higher rates than men, citing challenges in balancing work and family responsibilities. To address this, we introduced flexible work policies, including remote work options and extended parental leave. We also set up a childcare support program, offering financial assistance for employees who needed childcare services.
Result
After two years, retention rates for women increased by 30%, and employees reported feeling more supported in balancing their professional and personal lives. The company also saw a 15% increase in female applicants, strengthening its talent pipeline.
4. Create Safe and Inclusive Workspaces
A workplace that values respect, diversity, and inclusion is a workplace that thrives. A women-inclusive workplace requires a safe, harassment-free environment where employees feel respected and valued. This includes addressing workplace harassment and ensuring equal participation in discussions and decision-making.
How I Worked With Sarah’s Company On This
We implemented a zero-tolerance policy on workplace harassment, establishing confidential reporting channels and providing company-wide bystander intervention training. Employees were also encouraged to report inappropriate behavior without fear of retaliation.
Result
Surveys showed a 40% increase in employee trust in the company’s HR policies, and reported workplace harassment cases decreased significantly. Employees also felt more empowered to speak up in meetings, fostering greater inclusivity.
5. Prioritize Equality in Hiring Male & Female
With competence and great attitude as constant variables, I believe that diverse teams are smarter teams. Diverse hiring practices lead to more innovative and well-rounded teams. Companies that prioritize diversity perform better financially and create stronger workplace cultures.
How I Worked With Sarah’s Company On This
We restructured Sarah’s company’s recruitment process to eliminate gender biases. This included blind résumé screenings, diverse interview panels, and outreach to women’s professional networks. She also launched an internship program targeting underrepresented groups.
Result
Within two years, the percentage of women hired increased from 28% to 50%, ensuring a more balanced workforce. Additionally, employee satisfaction regarding fairness in hiring practices improved by 45%.
6. Encourage Male Allyship and Engagement
If we want to make meaninful progress in building a female-inclusive workplace,men must be part of the conversation – as Senior Men as allies and Younger Men as beneficiaries not victims.Gender inclusion is not just a women’s issue—it requires men as active allies while ensuring that younger men also have growth opportunities. Male colleagues and leaders can help drive gender equity by advocating women’s voices and supporting workplace diversity efforts.
How I Worked With Sarah’s Company On This
We introduced a Male Allyship Program, where male executives were trained on how to mentor and sponsor women without neglecting younger men. The program included structured advocacy training, equipping male leaders with tools to support gender inclusivity.
Result
Two years later, 70% of male leaders actively sponsor or mentor female employees, leading to a 30% increase in women-led projects.
7. Make Workplace Benefits Gender-Inclusive
Equity ensures that everyone gets what they need to succeed. Workplace benefits should cater to both men and women’s unique needs, including healthcare, parental support, and mental wellness programs.
How I Worked With Sarah’s Company On This
We revised Sarah’s company’s employee benefits program, adding fertility treatment coverage, paid parental leave for fathers, and mental health resources.
Result
Employee engagement scores improved by 38%, and more men started taking parental leave, normalizing caregiving responsibilities.
8. Establish Women’s Leadership Networks
Surround yourself with only people who are going to lift you higher. A strong network of mentorship and peer support can accelerate women’s career growth. Women’s leadership networks provide a platform for mentorship, skill development, and peer learning, increasing confidence and career advancement opportunities. I first muted this idea in 2015 while seeking funding for implementing same in some organizations in Nigeria. I am glad to see how it has been embraced but we need more.
How I Worked With Sarah’s Company On This
We discovered that many women in Sarah’s organization felt isolated in their leadership journeys. We introduced a Women’s Leadership Network, where women across departments could connect, share experiences, and support each other’s growth. The network included monthly mentorship meetups, skills training workshops, and leadership panel discussions featuring successful female executives.
Result
Two years later, mentorship participation increased by 60%, and many women who engaged in the network saw faster career progression and increased confidence in their leadership abilities. Employees also reported a stronger sense of belonging and community within the company.
9. Measure Progress and Continuously Improve
What gets measured gets managed. Sustainable gender inclusion requires continuous evaluation and improvement. Measuring progress through data-driven insights ensures that inclusion efforts remain impactful and aligned with business goals.
How I Worked With Sarah’s Company On This
To ensure long-term impact, we guided Sarah’s company to implement annual gender diversity audits, tracking key metrics such as Workforce gender balance across all levels, Promotion rates for men and women and Employee satisfaction regarding workplace inclusivity.
We also launched an employee feedback mechanism, allowing anonymous input on gender-related experiences in the workplace. The data collected helped shape new policies and address gaps in inclusion efforts.
Result
Over two years, the company saw consistent improvement in gender equity, with a steady rise in women’s leadership representation and enhanced employee satisfaction. Leaders now make data-backed decisions to refine and expand gender inclusion initiatives.
Conclusion: The Future of Gender-Inclusive Workplaces
Liz Fosslien said “Diversity is having a seat at the table, inclusion is having a voice, and belonging is having that voice be heard”. I believe that building a gender-inclusive workplace is not a one-time initiative—it requires continuous commitment, accountability, and culture shifts. Sarah’s story illustrates how a deliberate approach to gender inclusion creates stronger teams, higher morale, and increased business success.
In all our efforts at promoting diversity, we must equally demand accountability, competence and taking personal responsibility from both men and women.
By implementing these strategies, leaders can build a workplace where both men and women feel empowered to contribute, innovate, and lead. Organizations that embrace gender diversity drive better performance, attract top talent, and create workplaces that reflect the world we live in.ce gender diversity drive better performance, attract top talent, and create workplaces that reflect the world we live in.
Are you ready to take your leadership to the next level? Contact us today on +2347026668008 or hello@abiolachamp.com
About Dr. Abiola Salami
Dr. Abiola Salami is the Convener of Dr Abiola Salami International Leadership Bootcamp ; The Peak PerformerTM Festival Made4More Accelerator Program and The New Year Kickoff Summit. He is the Principal Performance Strategist at CHAMP – a full scale professional services firm trusted by high performing business leaders for providing Executive Coaching, Workforce Development & Advisory Services to improve performance. You can reach his team on hello@abiolachamp.com and connect with him @abiolachamp on all social media platforms.
