When it comes to women in the workplace, the World Economic Forum’s latest update of the Global Gender Gap Report 2023 reveals a remarkable milestone.
Some 68.6% of the gender gap has been closed, effectively bringing us back to pre-pandemic levels.
But is it enough?
Things are certainly changing, albeit too slowly.
And if this pace continues, it will take another 131 years to reach gender parity.
As Saadia Zhaidi, the forum’s director general, says, “We are facing a cost of living crisis and labor market disruption. Businesses need the full power of creativity and diverse ideas to recover economically. We cannot afford to lose momentum on women’s participation and economic opportunity.” Whether it’s representation of ideas or equal pay (probably both!), it’s time to start taking ‘diversity and inclusion’ seriously – because if it doesn’t, it will be left behind.
Why do we say this?
By 2030, 75% of the workforce will be made up of millennials and Gen Z, said to be the most racially and ethnically diverse generations in history.
This undoubtedly contributes to raising the standards and expectations of these young job seekers, so that the workplace reflects not only their values, but also the diversity of their colleagues.
So, shouldn’t it be your responsibility (or, let’s say, your goal) to meet these expectations and present yourself as an “employer of choice”?
However, if you are still unsure of what exactly you can do to create a women-friendly work environment, here are five tips for you.
Recognizing gender bias at all levels
First, you can’t address any workplace problem until you acknowledge that it exists, and in varying degrees and forms. So, your first priority should be to recognize gender biases (overt or subtle) that may be manifesting in your hiring practices, promotions, pay scales, and day-to-day interactions. Start by analyzing your past hiring data to see if there is a significant gender imbalance in certain roles and departments.
Look for patterns that indicate a preference for one gender over another during the hiring process.
This may be reflected in the ratio of male to female candidates screened, interviewed, and ultimately hired.
Then, review performance evaluations for at least the last five years to ensure they were conducted fairly and not influenced by unconscious bias.
Evaluate whether some genres consistently receive higher ratings, promotions, or growth opportunities, while others are overlooked or undervalued.
The next crucial area to focus on is pay gaps.
Check whether your employees are paid based on their skills or gender.
If you notice any irregularities (which there may be!), have an open and honest conversation with your team.
Please remember that before you officially implement any policy change, employees must be aware of and agree to your plan to create an inclusive environment.
As Destiny Lalane, a recruiting consultant and comedian, says, “I see a win-win when HR leaders, new hires, and the CEO come together to continue to challenge and improve recruiting for the company.”
Show your employees/teams that you are serious about empowering women in the workplace by speaking up and taking action to revamp outdated processes.
(Start slow, then go full speed!)
Update its diversity and inclusion policies
So, it has already hinted and announced its goals.
Now it is time to get the paperwork in order.
And one of the most effective ways to do that is to officially update and strengthen its diversity and inclusion policies.
These policies will serve as a framework for every employee/manager of their company to support and contribute to the creation of a fair work environment.
You can start by hosting a small feedback session where each employee addresses any discriminatory practices they have noticed or personally encountered recently.
So, sit down with your HR members or other stakeholders to come up with solutions to mitigate these issues.
Research what other companies are doing and see if it can work for you.
And for ideas, here are some strategies you should consider implementing:
- Establish a transparent and fair compensation policy that ensures equal pay for equal work, regardless of gender.
Conduct regular compensation audits to identify and address any pay disparities. - Make sure your company communications, including job descriptions and employee handbooks, use gender-neutral language that does not perpetuate stereotypes.
- Offer flexible work arrangements, such as remote work, flexitime, or job-sharing options, to meet the diverse needs of employees, especially working mothers.
- Provide family-friendly benefits, including parental leave, childcare support, and care facilities, to support working parents and their caregivers.
- Make it easier for women to return to work after maternity leave.
Show them you care.
- Provide leadership training that emphasizes inclusivity, empathy, and the value of diverse perspectives.
Encourage male leaders to be champions of gender equality. - Establish a system to track the progress of diversity and inclusion initiatives and hold leaders accountable for achieving diversity goals.
- Strengthen anti-discrimination policies that protect employees from harassment or bias based on sex or any other protected characteristic.
Don’t stop there.
Come up with a better plan.
After all, it’s your company; only you can say what’s best!
Once you decide, draft and share the new rules within your company and beyond!
Also post them on your website and social media.
(Let all the candidates know they can choose you!)
However, make sure that these new policies are not just superficial statements, but that they have measurable goals and actionable steps to increase women’s representation in leadership positions and across departments.
Most importantly, continue to review and reevaluate their effectiveness from time to time.
And be willing to make changes as and when necessary.
Provide gender sensitivity training
Gender sensitivity training, also known as gender equity training, is a type of educational program designed to raise awareness and promote understanding of gender issues in the workplace and in society at large.
The main objectives of these formations are (but not limited to):
- Challenging gender stereotypes
- Promoting diversity and inclusion in the workplace
- Empowering employees, regardless of their sex and gender.
If you want to (and you should!) launch a successful gender sensitivity training program in your company, start by identifying the areas where your employees can benefit.
Next, define what you hope to achieve with this program.
Is it to empower women in the workplace?
Improve overall communication?
Be clear about your goal.
Finally, collaborate with experts or professional trainers to facilitate well-structured and effective training sessions.
Also, make sure you decide the format of the program in advance.
It can be workshops, seminars, online modules or maybe a combination of all of these.
Tip : Avoid a lecture-style session.
It’s boring.
Instead, encourage open discussions, role-playing, and group activities to engage employees and foster better understanding.
Encouraging diversity in leadership roles
Diversity brings unique perspectives, skills, and experiences to the table.
And it’s even better when it’s encouraged at all levels.
Why?
Because when you include diverse perspectives in your decision-making process, you challenge assumptions and help identify blind spots, leading to more innovative and comprehensive choices.
Additionally, many studies show that companies with diverse leadership are better equipped to adapt to changing market dynamics and candidate needs.
Isn’t that great?
You too can do it by putting into practice a few simple tips.
For example, you can establish formal mentorship programs to connect aspiring female leaders in your company with experienced mentors who can provide guidance and support.
Or, consider sponsorship initiatives where influential leaders actively support the career advancement of these talented women.
Additionally, regularly evaluate hiring and promotion processes to ensure they are free of bias and that qualified women have equal opportunities to advance into leadership roles.
Develop policies that ensure equal pay for equal work and promote gender diversity at all levels of the organization.
In short, make diversity and inclusion a core part of your company’s values
Please note that empowering women in leadership positions is not only the right thing to do from an ethical standpoint, but also has tangible benefits for the company’s performance and competitiveness in the labor market.
So, make sure you do it right!
Ask for feedback and make changes as needed
An open and honest conversation can make the world go round.
And the good news is: From providing a safe space to speak to active listening, there are many ways to create an effective feedback system that allows women (otherwise conditioned to remain silent) to freely express their opinions.
Not only does this help create a women-friendly work environment, it also demonstrates her commitment to valuing the work of all her employees (men and women alike) to advance her company.
Now the main question is: how can we build a feedback system that always works?
Well, it’s pretty simple!
Know that people are brutally honest when they know that no one will come and grab them by the neck or fire them for their opinions.
That’s exactly what you need to do: Create confidential spaces in your company. As curious as you are about whose feedback belongs to whom, NEVER ask your employees to report workplace issues face-to-face. Instead, let them record their voices (with voice-changing apps), leave anonymous notes in feedback boxes, or fill out online surveys—which you can then address right away in team meetings. Aside from that, whether a candidate gets hired or not, always ask them to fill out a candidate experience survey .
It will give you an insight into how gender-biased (or not) your recruitment process is.
Finally, however you choose to gather feedback, LISTEN and work to meet your employee/candidate’s expectations.
In short, encourage, listen and act!
It is the only mantra to empower women in the workplace.
Bonus: Be a mentor
Finally, you’ve implemented a strong D&I policy, created a feedback system that actually works, and have a seamless hiring process in place.
That’s great, but it shouldn’t stop there.
Instead, he should now think about the daily experiences of the women in his office.
And be a mentor to them.
Research shows that 15% of female employees do not receive enough support from their supervisors.
Please make sure you do not fall into this category.
Remember that empowering women in the workplace is not limited to hiring female employees or managers.
Making your workplace a great place for all people means you have to take a hard look at your existing policies and perhaps redo them all from scratch.
Yes, it’s a lot of work!
But who cares if it’s what it takes to have a thriving business?
Frequently Asked Questions Q1- What are the benefits of empowering women in the workplace? Empowering women in the workplace leads to a more diverse and innovative workforce, improves employee morale and satisfaction, increases productivity, enhances creativity, and boosts overall business performance. Q2- How can male employees contribute to creating a women-friendly work environment?
Male employees can be allies in empowering women in the workplace by actively promoting gender equality, recognizing and challenging biases, and supporting women’s ideas and initiatives.
Remember that creating a culture of inclusivity requires the collaboration and support of all employees, regardless of gender.
D3- What steps can leaders take to promote gender empowerment in their company?
Leaders can support gender empowerment by establishing policies that promote work-life balance, mentorship, and equal growth opportunities for all employees.
They should also actively listen to and address concerns raised by women and ensure that decision-making processes are transparent and unbiased.
By demonstrating commitment and taking proactive measures, leaders can create a work environment where women feel valued, respected, and empowered to succeed.
