Establishing and Maintaining Gender Equality in the Workplace
Although some workplaces have made progressive strides towards gender equality, many organisations still struggle with inequities and unfairness. Under the Equality Act 2010, employers are legally obligated to provide all employees with equal treatment and opportunities regardless of gender. Moreover, eliminating gender inequality should be a priority for reasons beyond legal compliance; organisations that do not provide a fair and equal work environment could face discrimination claims, struggle with employee retention, fail at attracting top talent, and suffer severe reputational and financial losses.
There are many steps employers can take to improve gender equality in the workplace and allow for a more equitable future, such as:
1. Be objective with promotions and pay increases
Employers should implement policies and procedures that make rewards, such as promotions and pay increases, as transparent as possible. By making this process as open and objective as possible, employers can ensure that it is also fair and equal.
2. Allow for flexibility
Allowing employees some leeway when it comes to their hours can help accommodate those who may have families or caregiving responsibilities. Employers should normalise flexibility throughout all levels of their workforce, including management and senior leadership.
3. Implement a zero-tolerance policy for sexual harassment
Organisations should take instances and accusations of sexual harassment seriously. Compose a zero-tolerance policy for these acts and ensure that all employees receive a copy. Furthermore, workers should be trained on how to recognise and report sexual harassment, even if they may not be the target. Encourage all employees, whether they are a victim or observer, to immediately report sexual harassment.
4. Consider potential bias
Even organisations that have already made ample progress in eliminating gender inequality may have missed something. Understanding potential inherent types of bias is key for senior leaders and decision-makers. For example, many people may be subconsciously biased towards people who are similar to them. As such, an organi- sation with a primarily male senior leadership team may not give fair consideration to a female candidate.
Gender equality is not only a legal obligation but also a key to future success, innovation and growth. For more information on establishing a healthy workplace culture, contact us today.
