6 steps for workplaces to follow this Women’s Month
Leaders, executives and hiring departments encouraged to make measurable and meaningful moves for female employees
IN an attempt to encourage businesses to improve the working lives of female employees, Executive Director at Boston City Campus and Business College, Dr Deonita Damons said it’s important to challenge conventional beliefs, societal pressures and inequality behaviours and attitudes.
To this end, she has shared six steps that can be taken to make significant workplace changes for women.
ALSO READ: Time’s up to renew driving licences and discs
Step 1: Audit with integrity, and adjust salaries
The gender pay gap is still a topical issue – and it shouldn’t be! On average, women earn round 70% for the same work of their male counterparts, with the disparity widening with race as a factor. A number of large corporations have tackled this challenge head-on. International companies such as Adobe, Twitter and Mattel joined the EqualPayCA pledge, with Adobe enjoying pay parity since 2018.
Step 2: Address gender disparity and stereotypes
The pandemic revealed significant revelations about home life, including the stress and financial hardships many experience. A post-Covid workplace must embrace the fourth IR skills required of employees: flexibility, emotional intelligence, adaptability, critical thinking and role diversification. Employees – especially women – should not have to choose between managing a household or being a professional. Employees can succeed in both roles.
Step 3: Work with organisations that empower people when hiring
Look for institutions and invest in them to nurture talent. Partner with universities and organisations that provide technical training programmes to diverse communities, and open the door for people with alternative career paths.
Step 4: Consider the leadership positions
For a workplace to be truly diverse and inclusive, leadership needs to emulate these values. Gender equality tends to be found in entry-level positions in a company. Women need to be promoted to managerial positions.
Step 5: Elevate women employees
Reports show that the majority of women in business feel they have to work harder than their male counterparts to prove their worth, with gender bias a barrier to promotion in 2021. Senior leaders need to prioritise retaining and promoting women throughout their careers via strong advancement pathways discussed with mutual agreement in job evaluations. Opportunities for professional development and leadership training must be offered.
Step 6: Listen and learn constantly
There is no quick fix. Change is a process, and one that must be constantly monitored. Reach out to those who feel marginalised, and create policies and change in consultation with them. An inclusive approach is more likely to succeed with buy-in from all employees.
