Adriane Harrison on Workplace Inclusivity, Allyship, and Progress for Women in Print

By Gabby Houck

Adriane Harrison, vice president of Human Relations Consulting for PRINTING United Alliance and a professional advisor for Women in Print Alliance, gave her thoughts about how workplace initiatives for women in the print industry have evolved, how men in leadership roles can be better allies to their female colleagues, and what businesses can do to create more inclusive environments.

Wide-Format Impressions: Have you noticed an increase in initiatives for women in the workplace? What are you noticing that’s being done to help promote and embrace women in leadership?

Adriane Harrison: I am not aware of women-specific formal initiatives that are being promoted in our industry. However, there are many companies that are supporting the advancement of women in their companies and in the industry by being allies. This means making sure that women are included in decision-making, succession considerations, and other internal career-enhancing moves. Also, companies are joining women-focused groups in the industry, such as the Women In Print Alliance, which provides educational and networking opportunities and a lot of information and resources to enhance their careers.

WFI: What can companies do to improve parental leave, childcare support, and work-life balance for women in production and management roles?

AH: Companies can improve the situation for all caregivers with flexible scheduling, time off and generous leave policies. Because more women than men are caregivers, this means that changes to these policies will encourage women to apply to companies with these policies, stay there through their careers, and advance to leadership roles.

WFI: How can men in leadership be better allies to their female colleagues?

AH: There are many ways that men can be allies for women in the industry. Men can make sure that women are considered equally for hiring and advancement within their companies. In addition, inviting women to business development and relationship-building events will prove really helpful, because a lot of connecting and decision-making happens in these environments. So, invite your female colleagues to golf, or the hockey game, or to sales lunches or in-person meetings with customers and industry peers.

WFI: How can HR teams better address unconscious bias in hiring, training, and promotions?

AH: Education is important to help management and team members recognize unconscious bias, so having initial training and then occasional refreshers will help people recognize it. In addition, create opportunities for all employees to gather so that they can get to know each other. Making these connections breaks down some of the unconscious biases that might exist in the workplace.

WFI: What can businesses do to create a more inclusive workplace culture to attract and retain female talent?

AH: A more inclusive workplace happens when the playing field is leveled for women. So, my previous answers about caregiver-friendly policies and how to be better allies are how this is done. Keep in mind, for recruitment purposes, having some images on your website that include women who work at the company. In manufacturing environments, it isn’t always a given that there will be women there. So let your potential workforce know that women work and – hopefully – thrive there.

WFI: What role does a sense of community and belonging play in uplifting other women in our industry? And what can the industry as a whole do to create that community?

AH: Women are an integral part of the printing community. The industry already features women as speakers and contributors at industry events and in industry media. Continuing to provide these opportunities and exposure is important to keeping and encouraging women to be in the printing industry. One aspect of building community for women is to treat them as industry equals – and possible customers - when women show up at a trade show booth. Frequently, women are overlooked in these situations, and it is rude and, frankly, offensive to experience this treatment this far into the 21st century.

WFI: How has the inclusivity for women changed over the past five to 10 years, and what do you predict for the future? 

AH: Progress for women in the printing industry has been slow but steady. Women are more present in the industry zeitgeist than they were a decade ago. While women are still a distinct minority in leadership roles in the industry, there definitely has been an increase in women-owned businesses. When systemic changes make it easier for women to have a life both inside their companies and outside of work, then they will join, stay, and ascend within the printing industry.