Text Size: A A A
Companies Ought to Implement Gender Equality Policies

Despite gender equality being of utmost importance to most managing directors, most companies are nevertheless unable to reach targets. Such is the motivation to reach targets that over 75% of bosses make gender equality part of their ten point plan for success.

Research indicates that women are more likely to spend 5 or more years in an entry level role as well as receive 30% less promotion than men during early stages of their career.

Despite the fact that there has been an initiative in the media and businesses to galvanise the ability of women, efforts have so far fallen short of expectations.

The problem seems to be that women are not truly integrated into the workplace. Findings from a survey conducted by Leanin.org show that people think that there are no plans in place for gender equality, that gender bias is not policed and that management is largely indifferent to the problem. The survey was by no means small, including over 34,000 people throughout 130 companies.

Over the last ten years there has undoubtedly been progress. Businesses offer flexibility and parental leave programs. However, it was found that only 45% of employees thought enough was being done to help create gender equality.

There is a clear discrepancy between what companies think they are doing and what workers feel they experience. Only 50% of women feel that they have equal opportunities for growth in companies, despite 90% of companies suggesting that they use objective criteria for hiring and promotions. Companies need to relate to people’s experience instead of being satisfied in meeting statistical data.

Regardless of their roles, men and women need to call out gender bias and sexism in the workplace. The survey found that only 23% of employees actively engage with behaviour seen as detrimental to women in the office environment.

Management also needs help in delivering true gender equality. They need to be actively engaged and communicative with subordinates, who in turn need to feel able to address their concerns. Unfortunately, only 9% of employees ever see management recognised for efforts towards gender diversity.

Promotion needs to be based on merit alone, and family leave programs need to allow for longer sabbaticals as well as sponsorship for women to progress within their roles through extra training and education.

Finally, above all else, leadership is required to implement the changes required. Although improving gender outcomes is difficult, recognition that diversity within the workplace brings different perspectives and ideas makes it worthwhile by maximising profits. 
 

Written By:

Daniel James
www.danieljamesbio.com
LinkedIn


1

Leave Comment

Comments for article #524

Go Back to Previous Page