In Section C, key processes are identified that need to be introduced or tightened-up in the workplace in order to minimise the negative impact of human behaviour and biases, for example:

• Identify and clarify what ‘sexism’ entails in order to minimize its negative impact
• Do the EO educative work: don’t assume people come with the right values, and will operate in a fair way
• Watch people’s use of humour; the way people use humour and language reveals their underlying personal views. Never forget – many a true thought revealed in jest
• Look out for sexism disguised as strategy; decisions made from a sexist perspective are often not challenged as they are dressed up in business terminology and linked to company goals
• Identify faulty beliefs. For example, decisions are often influenced by the view that men are going to be ‘less of a risk‘
• Notice the predetermined preferences of some decision-makers which result in an uneven playing field for men and women
• Watch the environment and non-verbal language of those in power that warns women not to question what’s on offer. It is often communicated non-verbally that women should be grateful for what is offered
• An organisational culture can also tacitly encourage women to recognise that it is disadvantageous to speak up, thereby encouraging women to refrain from speaking up and reinforcing the belief that silence is the best alternative
• Train the people who oversee staff to become aware that it is their responsibility to ensure a safe and comfortable workplace includes managing the inappropriate interactions and behaviours of customers
• Beware when inappropriate gender-focused language and jokes fall within the supervisor’s comfort zone
• Avoid the situation where people who support targets of sex-based harassment, or try to intervene, are disadvantaged or made victims themselves
• Address instances when people are not aware, or do not understand when they are harassing or vilifying someone on the basis of gender
• Never allow the onus for finding a solution to be left with the victim – Address the mind-set that says “so don’t work those hours if you can’t manage those type of customers”
• Help to alleviate workplace patterns that result in some staff more privy to work-related conversations with managers than others, due to gender

Proceed to Section D - Useful Definitions
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