Star-studded panel discussions, purple cupcakes, and empty promises – these events are repeated every Women’s History Month and International Women’s Day.
Employers use them to boast of their commitment to gender equality, but throughout their ranks are underpaid, underappreciated, and underemployed women.
These virtue-signaling activities look great on LinkedIn, but don’t scratch the surface of gender discrimination.
If you want to support women’s rights 365 days a year, adopt the science-backed approach to creating gender equality at your company. Because not only will women benefit; so will your business.
Achieving gender equality would add US$12 trillion to the global GDP[1] – almost as much as China’s economy.[2]
Companies that create an inclusive working culture for women gain higher creativity, innovation, and profitability.[3]
Diverse firms are 70% more likely to capture new markets and 75% more likely to get innovative ideas to market.[4]
When the world’s top 200 utility companies were examined, boards with at least 30% women had higher profit margins than those who didn't.[5]
It would take over 100 years to close the gender pay gap worldwide.[6] In America, women earn 82 cents for every dollar a man is paid.[7] In the UK, men are paid 15.4% more than women.[8]
Bias, stereotypes, and discrimination stack the odds against women at work. One study suggested women are often perceived to have lower ‘potential’ for promotions than men, even if they are better at their job.[9]
This is reflected in the boardroom, with just 23 women CEOs represented at the 500 biggest companies globally.[10]
The pandemic exposed the disproportionate systemic pressure on women to be primary caregivers to children, parents, and other dependents alongside working a full-time career. [11]
The strain forced many women to consider demoting their careers or dropping out of the workforce entirely. During the Covid-19 pandemic, women made up 39% of the global workforce and represented 54% of all job losses.[12]
For decades, many women have had to halt their career ambitions and miss promotions and pay rises if they desired to start a family - with little support from employers.
In the past five years, there have been almost 15,000 pregnancy discrimination claims filed in the United States.[13]
A UK study of 104 women found that more than half of respondents believe taking parental leave has harmed their professional lives.
Many said they faced insulting jokes insinuating that their pregnancy made them a less competent professional or constant judgement for taking time off for maternity appointments.[14]
“...not all men are like that,’ a common defense from men when gender inequality conversations are started.
Change the narrative to ensure it doesn’t turn into a ‘men vs women’ battle.
Celebrate that we’re on the same team and appreciate the differences that make us all unique.
Provide regular opportunities for all people in your organization to talk about their identity and share the advantages and disadvantages they have experienced.
Once-defensive colleagues will likely feel less threatened and more empathetic about others who are experiencing discrimination.
This provides a stronger base for constructive conversations about gender inequality and what’s needed to solve it.
Call out the sexist ‘jokes.’ Give everyone equal opportunities to share their knowledge. Question why anyone is referred to as ‘too bossy’ or ‘too emotional.’
Although 86% of men say they are personally committed to interrupting sexist behaviours in the workplace, only 31% feel confident enough to do so.[15]
Ensure everyone knows that ‘Inclusion starts with me.’
Every person has a responsibility to stamp out the sexist incidents they witness. Not saying something makes you complicit.
If they see harmful behaviour, say something. Managers and the human resources department should also to prepared to help colleagues address the reported problems.
How many of your IT leads are women? How many of your personal assistants are men?
Women are often pushed towards caring or administrative careers, while men are primed for leadership, finance, and technology roles.
Research shows that gender stereotypes influence people’s beliefs about themselves and others.
Harvard Business School’s Katherine Coffman found that many women lack confidence in their ability to compete in fields that men are stereotypically believed to be better at, such as science, math, and technology. [16]
Changing this requires much more than raising awareness of our unconscious biases. Train people to better recognise prejudice, judge people fairly and make inclusive decisions.
Along the journey to workplace gender equality, there will be mistakes.
While you don’t want to create an environment where people ‘feel scared to say anything,’ your company’s policy should set a clear distinction between an unfortunate mistake and an intentionally malicious incident.
The consequential penalties that apply should also be clear. Some incidences like overtalking a colleague are offensive but, perhaps, forgivable. Others like sexual assault need severe punishments.
Make sure these regulations are easily accessible and clear to all. And when incidents occur, they should be followed to the letter.
This will speak loudest about your commitment to gender equality.
Want more practical advice on improving your company’s DE&I approach? Read our DE&I whitepaper or speak to one of our experts.