Companies with more women among their most-compensated staff have more favorable employee attitudes. That often happens when at least one-third of ladies are among the 10% highest-paid executives<\/a>.<\/p>\n\n\n\n
Keep reading to know how to promote gender equality in the workplace.<\/p>\n\n\n\n
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\n <\/a>\n <\/div>\n<\/div>\n\n<\/div><\/div>\n\n\n\nWhat Is Gender Equality?<\/h2>\n\n\n\n
Before knowing how to promote gender equality, let us first comprehend the relationship between gender and work.<\/p>\n\n\n\n
In simple words, gender equality refers to equal rights and opportunities for working women and men.<\/p>\n\n\n\n
We value both men’s and women\u2019s needs equally. Note we often discuss gender equity and gender equality<\/a> simultaneously for that reason.<\/p>\n\n\n\n
\u2022 Everyone has flexible work hours irrespective of gender<\/p>\n\n\n\n
\u2022 Everyone feels safe to work without gender discrimination in the workplace<\/p>\n\n\n\n
\u2022 Diverse employees feel empowered and safe when working with the team<\/p>\n\n\n\n
\u2022 Employee appreciation and equal opportunities<\/p>\n\n\n\n
\u2022 Removal of gender pay gaps<\/p>\n\n\n\n
\u2022 Similar learning and training opportunities in the company<\/p>\n\n\n\n
\u2022 Having strict company policies that prohibit power abuse and sexual harassment<\/p>\n\n\n\n
Related Read<\/strong>: 5 Best Universities Tackling Gender Equality Around the World<\/a><\/p>\n\n\n\n
Components of Gender Inequality at Work<\/h2>\n\n\n\n
Both men and women may face issues about gender inequality in the workplace. Though, women always deal with this issue more than men.<\/p>\n\n\n\n
We identify gender inequality at work through these components:<\/p>\n\n\n\n
Pay<\/h3>\n\n\n\n
The wage gap persists to be a massive part of gender inequality at work. We characterize the pay gap by one gender receiving less pay for doing the same job as the other gender.<\/p>\n\n\n\n
Usually, you will notice women having less pay than men, even though they have similar work experience and hold the same position.<\/p>\n\n\n\n
According to census data, women in the US receive 82 cents for each dollar men receive as compensation for the same work.<\/p>\n\n\n\n
Leadership<\/h3>\n\n\n\n
There is also a gender leadership gap. Companies often pass up most women for promotion opportunities. That is due to gender discrimination in the workplace.<\/p>\n\n\n\n
Research shows that there are many qualified women to fill leadership gaps. But, gender bias prevents them from progressing to those positions.<\/p>\n\n\n\n
Addressing this at your workplace requires you to support growth opportunities for each employee. You have to widen your recruitment networks and also examine your favoritisms.<\/p>\n\n\n\n
Hiring<\/h3>\n\n\n\n
Male employers will indeed choose to hire male employees in most cases. Also, it is likely for hiring managers to click on male application profiles instead of women\u2019s.<\/p>\n\n\n\n
Through a gender experiment, where a male employer was hiring employees, women had only a 40% chance of receiving the job.<\/p>\n\n\n\n
That means women are at a disadvantage from the beginning of the hiring process. Even if they have the same experience, skill, and qualifications, they have a disadvantage.<\/p>\n\n\n\n
Inclusion<\/h3>\n\n\n\n
There will be a variation of gender inclusion depending on your business. But, excluding someone from meetings and decision-making due to their gender is inequality.<\/p>\n\n\n\n
When you do not include an individual in events or tasks, it may prevent them from being productive and successful at work.<\/p>\n\n\n\n
Related Read<\/strong>: A Student\u2019s Guide to Promoting Gender Equality in Education (HS & Uni)<\/a><\/p>\n\n\n\n
Gender Discrimination in the Workplace<\/h2>\n\n\n\n
There is ample evidence that employers discriminate against women. Employers are more likely to hire a man than a woman with the same skills.<\/p>\n\n\n\n
But, the discrimination is not due to gender-specific stereotypes or animus. Learning these biases may be helpful in training recruiters to work around them.<\/p>\n\n\n\n
Faces of Discrimination<\/h2>\n\n\n\n
Gender discrimination runs through most workplaces. In many industries, ladies are less likely to advance to top positions in their fields.<\/p>\n\n\n\n
Women make up only 4.2% of CEOs at S&P companies and only 19.2% of board members. Here are the two types of gender discrimination:<\/p>\n\n\n\n
Statistical discrimination \u2013 We see it in the beliefs about average gender differences by skills and ability.<\/p>\n\n\n\n
Taste-based discrimination \u2013 It\u2019s through stereotyping, biases against a group, and favoritism.<\/p>\n\n\n\n
With statistical discrimination, people have certain beliefs about women versus men and what they can do at work. Given those beliefs, you pick the person you think is the best for that position.<\/p>\n\n\n\n
You act in a way you feel will maximize your profits.<\/p>\n\n\n\n
With taste-based discrimination, you know that a person possesses the needed skills for productivity<\/a>. But, you sacrifice that by not hiring that person.<\/p>\n\n\n\n
Fighting Discrimination<\/h2>\n\n\n\n
Note that statistical discrimination is harder to get rid of at workplaces. Taste-based discrimination is bad if you have a bias against women and do not want to hire them at your business.<\/p>\n\n\n\n
But, statistical discrimination is thornier and harder to root out. That is so because people act on beliefs on the average differences in the abilities between men and women. People in charge of hiring may not know they act on those beliefs.<\/p>\n\n\n\n
Hold discussions about the beliefs your staff holds. That helps them to understand the factors shaping their hiring decisions. You also get to figure out whether you are comfortable with these factors playing a role.<\/p>\n\n\n\n
Also, candidates must be aware that the hiring staff may have ideas about the average difference in ability between men and women. So, the applicants have to provide information that will help outweigh some beliefs the employers believe.<\/p>\n\n\n\n
When an employer believes you are a member of a lower-performing group, that will impact your job position.<\/p>\n\n\n\n
Related Read<\/strong>: 25+ Ruth Bader Ginsburg Quotes on Equality, Change & the Rule of Law<\/a><\/p>\n\n\n\n
Causes of Gender Equality Issues<\/h2>\n\n\n\n
Nowadays, we see a better representation of women in economic opportunities and politics. Research shows that we will take another century before gender equality becomes a reality.<\/p>\n\n\n\n
SO, what pushes the gap between genders? Here are the causes of gender inequality:<\/p>\n\n\n\n
Job Segregation<\/h3>\n\n\n\n
Division of jobs is one cause of gender inequality at the workplace. People believe that men are better at handling specific tasks in many societies.<\/p>\n\n\n\n
In most cases, the tasks are the highest-paying ones. There is a lower income for women due to that discrimination.<\/p>\n\n\n\n
Also, women will take primary responsibility for unpaid labor. That makes it difficult for employers to recognize them financially even though they do extra work.<\/p>\n\n\n\n
Uneven Access to Education<\/h3>\n\n\n\n
Ladies still have less access to education than men. Also, \u00bc of young women aged 15-24 are likely not to complete primary school<\/a>.<\/p>\n\n\n\n
Lack of Employment Equality<\/h3>\n\n\n\n
Only about six countries worldwide give ladies the same legal work privileges as men. Most economies only give women \u00be the privileges of men.<\/p>\n\n\n\n
A recent study shows that if employees were more even, it would positively affect areas prone to gender inequality.<\/p>\n\n\n\n
Lack of Legal Protection<\/h3>\n\n\n\n
According to World Bank research, over one billion women do not have legal protection against domestic or sexual violence.<\/p>\n\n\n\n
Both violence has a huge impact on women\u2019s ability to live and thrive in freedom. There is a lack of legal representation against harassment in schools, public, and workplaces in most countries.<\/p>\n\n\n\n
The places are unsafe and lack protection; hence women often make decisions that limit and compromise their goals.<\/p>\n\n\n\n
Poor Medical Care<\/h3>\n\n\n\n
On top of limited access to contraception, women often receive lower-quality medical care than men. We link that to other gender inequality reasons like a lack of job opportunities.<\/p>\n\n\n\n
That results in more women living in poverty. Women are less likely to afford good healthcare. Most ladies also experience discrimination and dismissal by their doctors.<\/p>\n\n\n\n
The negative experiences broaden the gender gap<\/a> in healthcare quality.<\/p>\n\n\n\n
Related Read<\/strong>: 5 Best Universities for Climate Action & Justice Around the World<\/a><\/p>\n\n\n\n
Lack of Bodily Autonomy<\/h3>\n\n\n\n
Most women around the globe don\u2019t have authority over their bodies or when to become parents. Access to birth control is often difficult.<\/p>\n\n\n\n
According to WHO, over 200 million women don\u2019t want to get pregnant but are not using contraception. Reasons behind this include limited access, cultural or religious opposition, and a lack of options.<\/p>\n\n\n\n
On a global scale, there are about 40% of unplanned pregnancies. While 50% of the pregnancies end in abortions, 38% always end in births.<\/p>\n\n\n\n
The mothers often depend on other people financially, hence losing their freedom.<\/p>\n\n\n\n
Lack of Religious Freedom<\/h3>\n\n\n\n
Women always suffer the most once people attack religious freedom. According to research, extremist ideologies like ISIS can get into a community. They restrict religious freedom, which makes gender inequality worsen.<\/p>\n\n\n\n
Researchers link religious intolerance with women\u2019s ability to participate in the economy. Also, once there is more religious freedom, the economy thrives and becomes stable due to women\u2019s participation.<\/p>\n\n\n\n
Racism<\/h3>\n\n\n\n
It is incomprehensible to debate gender inequality without looking at racism. Racism affects what jobs women of color can get and the amount of payment they will receive.<\/p>\n\n\n\n
Also, it affects how legal and healthcare systems view women of color. European settlers in Virginia used to tax work, basing it on the women’s race performing the task.<\/p>\n\n\n\n
African women\u2019s work was labor, so it was taxable, but English women\u2019s work was domestic, hence not taxable. The pay gaps continue the legacy of discrimination and contribute to gender inequality.<\/p>\n\n\n\n
Social Mindsets<\/h3>\n\n\n\n
Social mindset is less tangible than other causes of gender inequality on this list. But, the holistic mindset of society impacts gender inequality.<\/p>\n\n\n\n
How society will determine the values and differences of Women VS. Men will play a starring role in every arena. That could be in legal systems, healthcare, or employment.<\/p>\n\n\n\n
Beliefs about gender run deep. Though progress can be through laws and structural changes, there is always a pushback after times of major change.<\/p>\n\n\n\n
It is common for people to ignore areas of gender inequality. That is so when there is progress like better representation for women in leadership.<\/p>\n\n\n\n
Such types of mindsets bring about gender inequality and also delay significant change.<\/p>\n\n\n\n
Related Read<\/strong>: 65+ Best Earth Day Quotes About the Climate, Environment, and Nature<\/a><\/p>\n\n\n\n
Promoting Gender Equality in the Workplace<\/h2>\n\n\n\n
Gender equality practices will benefit both your employees and your business. Diversity will also encourage new opinions, ideas, and perspectives to shine in your corporation.<\/p>\n\n\n\n
As a result, your team becomes more innovative and solves problems faster and more efficiently. It is vital to note that your company\u2019s commitment to gender equality will influence how people perceive your brand.<\/p>\n\n\n\n
A modern workforce will not tolerate discrimination based on gender. Also, customers rally behind brands that promote gender equality.<\/p>\n\n\n\n
If you are looking to have a happier workforce, here are tips to aid you in promoting gender equality in your organization:<\/p>\n\n\n\n
Increase Diversity in Hiring<\/h3>\n\n\n\n
Begin by promoting gender equality through modification of your job descriptions. Take time to review your job descriptions to see areas you have to alter to broaden the applicants\u2019 pool.<\/p>\n\n\n\n
For instance, if a job requires 15 years of experience, see whether ten years would be enough. See whether some types of experiences can qualify applicants for senior-level positions.<\/p>\n\n\n\n
Think carefully about the job description\u2019s language. For instance, words like dominant and assertive are likely to attract more men than women.<\/p>\n\n\n\n
Make sure your hiring panel is gender diverse. Also, ensure you have fair compensation practices. Use your employee exit interviews to have feedback on their perception of gender equality in your workplace.<\/p>\n\n\n\n
Start a Pay Audit<\/h3>\n\n\n\n
Consider conducting a pay audit to notice if male and female employees receive comparable payments. That makes you know if you offer equal employment opportunities to all.<\/p>\n\n\n\n
The best way is to seek aid from HR professionals or do it yourself by using a spreadsheet. Have sections for education, employment position, performance, and experience on the spreadsheet.<\/p>\n\n\n\n
That helps you in identifying gender pay gaps. After identifying the gender pay gaps, consider taking steps to remedy them fast.<\/p>\n\n\n\n
Review Equal Pay Laws<\/h3>\n\n\n\n
Take time to review the federal equal pay law. Also, review state laws if necessary. Most laws state that you need to provide equal pay<\/a> for equal work as an employer.<\/p>\n\n\n\n
Then, develop policies relating to equal pay in the code of conduct.<\/p>\n\n\n\n
Related Read<\/strong>: 35+ Powerful Martin Luther King Jr Quotes on Love, Peace & Activism<\/a><\/p>\n\n\n\n
Reverse Pay Secrecy Policies<\/h3>\n\n\n\n
Pay secrecy policies can lead to inconsistencies with the gender pay gap and, at times, may be illegal. When employees discuss salary information, they will be more aware of gender inequalities at work.<\/p>\n\n\n\n
Besides, you can publish salary data. Sharing salary information with your employees will assure them fair pay. That also informs them that gender pay equality is a priority.<\/p>\n\n\n\n
Various companies publish pay brackets outlining salary for each role in the company. The step eliminates any bias.<\/p>\n\n\n\n
Update Your Training<\/h3>\n\n\n\n
Consider reviewing your training on gender inequality and discrimination. Check the current training program to know if the programs are informative enough to impact the behavior of employees.<\/p>\n\n\n\n
Also, make gender inequality training mandatory at least once a year. That way, the info is at the forefront of employees\u2019 minds, reflecting them in their actions.<\/p>\n\n\n\n
You should have regular management courses. That ensures the company is providing a good working environment<\/a> for all.<\/p>\n\n\n\n
Create an Open-Minded Environment<\/h3>\n\n\n\n
Also, promote a culture where your employees feel appreciated because of their talent and performance. Note that this starts at the managerial level.<\/p>\n\n\n\n
Know your team members personally regardless of their background and gender. That deepens your appreciation for differences and promotes a welcoming and inclusive workplace.<\/p>\n\n\n\n
Promote a Work-Life Balance<\/h3>\n\n\n\n
Parents often find it difficult to reach their career goals due to raising a family. Various companies offer parental leaves for both mothers and fathers to relieve stress for working parents.<\/p>\n\n\n\n
Also, your workplace flexibility<\/a> is something people will look at when considering work for your company. The option is more appealing for parents who need the flexibility to balance their careers and raise children.<\/p>\n\n\n\n
Related Read<\/strong>: 50+ Great Maya Angelou Quotes to Inspire, Empower, and Encourage<\/a><\/p>\n\n\n\n
Keeping Accurate Documentation<\/h3>\n\n\n\n
Document all your employees\u2019 pay, education, work experience, position, and qualifications. Note that there will be many times an employee will deserve a larger payment.<\/p>\n\n\n\n
But, you are responsible for making the distinctions by basing them on some concrete evidence.<\/p>\n\n\n\n
Having an Inclusive Culture<\/h3>\n\n\n\n
Gender equality should be within your organizational culture. That ensures all employees\u2019 representation.<\/p>\n\n\n\n
Occasionally, you ought to make changes to establish a culture free from gender discrimination. That begins by having your top-level leaders commit to promoting gender equality.<\/p>\n\n\n\n
The leaders should exemplify that also when hiring executives. It is crucial to remind your workers to use gender-neutral language to avoid alienating employees.<\/p>\n\n\n\n
For instance, they can use pronouns like \u201cthem\u201d and \u201cthey\u201d in official business communications<\/a>. Also, encourage your managers to provide employees with equal responsibilities.<\/p>\n\n\n\n
Improve Gender Equality Awareness<\/h3>\n\n\n\n
It is vital to conduct continuous gender inclusion training programs. That establishes a positive work environment.<\/p>\n\n\n\n
Your employees support, uplift, and respect each other. The training will help employees to identify and overcome any unconscious biases.<\/p>\n\n\n\n
The biases may influence major decision-making in your business. Over time, the lack of decisions will prevent employees from progressing due to their gender.<\/p>\n\n\n\n
Note, you may not realize these biases, and that\u2019s where awareness comes in. Make gender equality training mandatory for everyone in the organization.<\/p>\n\n\n\n
The training includes people who help decide pay increments, promotions, and appointments. Consider setting clear goals to clarify why your employees need gender equality training.<\/p>\n\n\n\n
Related Read<\/strong>: Here\u2019s How to Support Black Lives Matter (5 Simple but Effective Actions)<\/a><\/p>\n\n\n\n
Create Firm Anti-Harassment Rules<\/h3>\n\n\n\n
You need to put in place some strict anti-harassment policies. That ensures no employee goes through disrespect, mistreatment, exploitation, harassment, and discrimination.<\/p>\n\n\n\n
Your organization should be a safe place for all to thrive. While coming up with the policy, it is nice to mention the plan\u2019s aim, the definition of harassment and discrimination<\/a>. Also, state the consequences of not obliging to the policy.<\/p>\n\n\n\n
Consider Promoting Gender Equality in the Workplace<\/h2>\n\n\n\n
Promoting gender equality in the workplace enables employees to grow and does a lot of good for your organization. Once employees are true to who they are, they will bring more authentic and creative energy<\/a> to their roles.<\/p>\n\n\n\n
Related Read<\/strong>: 15 Books to Read Before College for High School Students and Graduates<\/a><\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"