7 Ways Companies Can Support Gender Equality at Work

Gender equality is a topic that’s been gaining more and more attention in recent years. In fact, it’s now one of the most discussed topics worldwide. Since gender equality has become such a hot topic, companies have also started to notice. They realize that to attract and retain top talent, they must do what they can to promote gender equality at work.

This article discusses seven ways companies can support gender equality at work.

Avoid Bias When Hiring New Employees or Evaluating Performance

One of the most important things you can do as a company is to avoid bias when hiring new employees or evaluating performance. Supporting gender equality at work means understanding how gender inequality manifests in your workplace and then doing whatever you can to change those dynamics for the better. This includes taking a hard look at how you recruit, evaluate, promote and pay employees.

This means ensuring that your hiring and evaluation processes are fair and equitable, regardless of gender. You don’t want to make decisions based on preconceived notions about what men or women should be like. Instead, focus on the specific skills, experience, and track record of the person in question.

Manage Work-Life Balance

One of the most important things you can do to support gender equality in the workplace is to emphasize the importance of work-life balance. As a leader, you must clarify that employees must take time off when needed and that their families come first.

Start by ensuring your organization has a balanced approach to flex time, time off, and telecommuting. If your company doesn’t have these policies already in place, consider implementing them now.

Reevaluate Pay Scales

According to data from the Bureau of Labor Statistics, women earn 82.3% of what men earn annually. The gap is even wider for many women of color. In addition to implementing a pay equity policy, consider reevaluating your existing pay scales.

A company that has historically paid women less than men for the same job may need to take action to address those imbalances. Such a policy should be all-encompassing, gender-neutral, fair, transparent, and based on performance. Your goal is to create an environment where everyone feels comfortable discussing salary without fear of reprisal or discrimination.

Offer Equal Opportunities for Advancement Across Genders

A company that values gender equality will ensure that there are as many opportunities for advancement and career growth for women as there are for men. The McKinsey report Women in the Workplace found that the ratio of promotion from entry-level to manager roles is 100:87. This means only 87 women are promoted for every 100 men. Moreover, only 82 women of color are promoted.

Suppose a company wants to support gender equality in the workplace truly. In that case, it needs to ensure that women have access to the same opportunities as men, including promotion opportunities, networking events, and other activities that help employees progress through the ranks of their organization.

Encourage Managers and Supervisors to Take Action Against Discriminatory Behavior

In many cases, managers and supervisors are the ones who have the power to change the culture of their entire workplace. If they model inclusive behavior, they can help bring lasting change that benefits everyone, not just women.

The CNBC and SurveyMonkey Workforce Survey found that more than three-quarters (78%) of workers consider it important to work at an organization that prioritizes diversity and inclusion.

They can also help combat gender discrimination by setting clear expectations for employees’ behavior and enforcing those expectations consistently across genders. For example, suppose a supervisor notices that men dominate meetings and interrupt women more often than other men. In that case, he or she could set up rules for keeping meetings productive, like requiring everyone to take turns speaking or not allowing anyone to speak over someone else’s input, and then enforce those rules consistently.

Offer Paternity Leave

One of the best ways to encourage fathers and mothers alike to take on more responsibility in caring for children is by offering them paid paternity leave. This benefit will give both parents time off work, allowing them to spend more time with their newborns and helping them overcome fears of being away from their child while at work.

It also helps decrease the gender gap that often occurs after having a child without taking this step. A study by Maven has shown that mothers are 28% more likely to experience burnout than fathers. If you’re unsure how much paternity leave to offer, consider looking at what other companies are doing in your industry or location.

Offer Onsite Daycare or Reimburse Parents for Daycare Costs

You can offer onsite daycare or reimburse parents for their child-care costs. Many working parents need reliable child-care services so they can go to work. According to a study based on American census data, an estimated 50 million workers have a child under 14 in their household.

Offering onsite daycare is a big commitment but can have a huge payoff. If you don’t have the space to build and maintain an actual facility, consider reimbursing parents who use outside services like daycares or preschools that offer flexible hours. Not only will this help you attract more diverse candidates, but it also builds loyalty among your employees and allows them to balance their home lives and careers better.

Conclusion

It is essential to understand the value of a diverse workforce and how it can benefit your company in the long run. But you don’t have to be a female CEO like Arianna Huffington or Sheryl Sandberg to impact gender equality at work. As an employer, you can set goals for your company that support gender equality in the workplace.

Gender inequality is a problem that affects people from all walks of life. It’s crucial to support women’s voices and needs at work and ensure they have access to equal opportunities as men do. These policies will help companies create work environments where everyone feels safe and respected.

Adam Hansen