Organizations with greater gender diversity outperform their competitors on multiple dimensions. They have higher levels of employee engagement, satisfaction, and retention. They also have lower absenteeism rates and are more likely to attract and retain the best talent.
Despite these clear advantages, organizations are still failing to effectively manage or even achieve gender diversity in the workplace. If your business is struggling with gender diversity, you’re reading the right article. This article goes over gender diversity and how having it helps your business consistently outperform your competitors.
What is Gender Diversity?
In general, gender diversity is the distribution of men and women in different roles and positions. It’s about equal representation and bringing differing perspectives, experiences, and voices to an organization.
In the workplace, gender diversity improves opportunities for women. But it’s not just about women in the workforce — it’s about men and women working together to create equity in the workplace.
Gender diversity at work is the inclusion of employees of all genders in all the organization’s job types and levels. A company with strong gender diversity will have a good mix of male and female employees at all levels — from entry-level positions to senior management. There are many benefits of gender diversity, including improved performance, creativity, and innovation.
There are several reasons why gender diversity is crucial to your company’s success. For organizations, it can lead to better decision-making and improved performance. A more diverse workforce can help an organization be more innovative and respond better to change. It can also make an organization more attractive to customers and employees.
Organizations can take some steps to improve gender diversity. These include implementing policies and practices that support women’s advancement. For example, flexible work schedules and increasing women in leadership roles representation. Additionally, organizations can create an inclusive culture that values diversity and promotes respect for all employees.
How Does Gender Bias Affect the Workplace?
Despite the increased focus on gender diversity in the workplace, gender bias continues to be a big issue in many organizations. Gender bias can take many different forms — from intentional discrimination to subtle assumptions and stereotypes that result in unequal treatment.
Gender bias can have a significant impact on an organization’s ability to attract and retain top talent. It also affects the company’s overall performance. Women in the workplace statistics show that companies with Diversity and Inclusion policies are more likely to outperform their competitors.
There are many ways that gender bias can manifest itself in the workplace:
Hiring and Promotion Decisions: Gender bias can influence hiring and promotion decisions. Women are passed over for jobs or promotions for which they qualify.
Compensation: Working women are often paid much less than men for doing the same job, even with the same qualifications and experience.
Job Assignments: Women at work often get lower-level assignments or tasks that are not essential to the organization’s success.
Work/Life Balance: Women are more often likely to be expected to take on additional domestic responsibilities such as childcare. Even when they are working full-time. It can make it difficult for them to advance their careers.
Sexual Harassment: Women are often subject to unwelcome sexual attention or remarks, creating a hostile work environment.
Promotions: Women are not as likely to be promoted to leadership positions. Meaning, they are not as likely to have a say in company decisions.
Networking: Women may have difficulty networking with other professionals, as many networking events are full of men.
Access to Resources: Women may have less access to crucial resources, such as corporate sponsors or venture capitalists.
Stereotypes: Women may be pigeonholed into certain jobs or industries based on gender stereotypes.
Work/Family Conflict: Women who have children may face discrimination with workplace policies such as flexible hours or paid leave. It can make it hard to balance family and work responsibilities.
The Wage Gap
Did you know that today, women’s salaries are only 74 percent of what men make? To achieve gender parity, women would need to work an additional 39 days each year. That is called the wage gap.
The good news is that the wage gap is gradually narrowing over time. In 1960, women in the workplace made only 59 percent of what men did. So while we still have a ways to go, progress is being made.
Many factors contribute to the wage gap. One includes that women are more likely to work in lower-paying jobs than men. For example, women make up nearly two-thirds of all minimum wage workers in the United States.
Another factor is that women are more likely to take time off from work to care for children or elderly parents. It can make it difficult for them to move forward in their careers and earn higher salaries.
So what can be done to close the wage gap?
One thing businesses can do is provide flexible work options, such as telecommuting or flex-time hours. It can help women who need to take care of family members while still being able to earn a paycheck.
Businesses can also provide training and development opportunities to help women advance in their careers. And most importantly, they can commit to equal pay for equal work.
However, it’s not just the wage gap that’s unfair — it’s also the opportunity gap.
To close the gender diversity gap in the workforce, we need to start by shutting the opportunity and wage gaps. Employers often pass over women for promotions and raise, and women are disproportionately in lower-paying jobs.
Equal pay for equal work is not only morally right, it makes good business sense. Companies with diverse leadership teams can better identify new market opportunities and anticipate disruptive trends.
When women are paid fairly and given opportunities to thrive at work, everyone benefits. Families rely less on public assistance, and children do better in school when their parents are economically stable. Businesses have more customers with disposable income, and the economy, as a whole, grows.
It’s time to close the wage gap once and for all. We can start by ensuring that women make an equal amount for equal work. And that they have equal opportunities to earn promotions and raises.
We also need to support working mothers by providing affordable child care and paid family leave. When women succeed, everyone succeeds.
Why Do You Need To Hire More Women?
You need to hire more women in your workforce because they are simply more effective employees. Studies have shown that companies with a higher percentage of women in leadership roles outperform their competitors. Particularly, companies in the top 25 percent of workforce gender diversity are 46 percent more likely to. That’s according to The Peterson Institute.
There are many reasons for this, but one of the most important is that women tend to be better collaborators than men. Being a good collaborator is critical in today’s business world, where teams complete most tasks rather than individuals.
Women also tend to communicate more effectively than men. They’re more likely to listen carefully to others and take multiple perspectives into account when making decisions. That again makes them better team players and better leaders.
Your company will perform at its best if you hire and promote a diverse mix of employees, including more women.
How Do You Manage Gender Diversity in the Workplace?
Organizations are under pressure as never before to create diverse, high-performing workplaces. Yet they often struggle with the best way to manage gender diversity.
There is no single silver bullet when managing gender diversity in the workplace. But some key practices can help organizations foster a more inclusive environment and make the most of their female talent. Here are five tips to incorporate for managing gender diversity in the workplace.
Be Aware of it
The first step is acknowledging that there is a problem. You need to be aware that there is a lack of gender diversity in your workplace. It can be hard to do if you are not used to thinking about these things, but it is vital to try. Once you have acknowledged the problem, you can begin to take steps to fix it.
It means that leaders need to be educated on the topic and be willing to talk about it openly. It also means creating an environment where employees feel comfortable discussing these issues without fear of retribution.
Once you acknowledge the problem, make fixing it a priority. You need to allocate resources to the cause and make sure that you give it the attention it deserves. You cannot simply say that you are committed to gender diversity and do nothing about it. You need to put your money where your mouth is and invest in change.
Investing in change includes creating mentorship programs, changing hiring practices and increasing training and development opportunities. All of these things take time and effort, but they are necessary if you want to create lasting change.
Be Transparent on Your Wages
Being transparent about your wages is a touchy subject for many companies. However, addressing it is vital if you want to encourage gender diversity in the workplace.
Studies have shown that women make less money than their male counterparts for doing the same job. It creates an environment of inequality and can discourage women from applying for jobs or negotiating higher wages.
One way to combat this issue is to be transparent about your wages. Meaning sharing information about what each position in your company pays. It’s also being sure that women make the same as men for doing the same job.
It can be a difficult process. However, it will ultimately create a more level playing field for all employees, regardless of gender.
Organizations should also conduct regular audits to ensure they pay all employees equally for equal work.
Hire More Women
It may seem like an obvious one, but it’s worth mentioning. One of the best ways to encourage gender diversity in the workplace is to hire more women.
When more women are in leadership positions, it sets a precedent for other women to aspire to. It also sends a message to everyone in the company that gender diversity is vital and valued. And it helps create a more balanced work environment, helping reduce instances of sexual harassment and discrimination.
Hiring more women in the workplace breaks down barriers and opens up opportunities for everyone. However, it’s not enough to simply hire more women.
You also need to make sure that your hiring practices are fair. Meaning ensuring that all candidates have an equal opportunity to apply for jobs. And the selection criteria are based on merit rather than gender.
Organizations should also have social insurance policies in place. Social insurance policies protect employees in case of an injury or illness that limits their ability to work. These policies provide employees with a safety net. It enables them to continue to support themselves and their families while they recover.
Additionally, these policies provide financial assistance to employees who need to take time off to care for a family member. Social insurance policies may also help cover the costs of child care and eldercare.
These policies can also include paid leave for victims of sexual harassment, legal assistance and counseling services. By having these policies in place, organizations can show that they are committed to supporting employees. They can also show their commitment to creating a safe and respectful work environment.
Organizations should also make sure that their workplace is inclusive for all employees. Meaning creating a space where everyone feels comfortable and respected. One way to do this is by ensuring that there are equal opportunities for all employees, regardless of gender presentation.
Organizations that encourage gender diversity in the workplace are more likely to be successful than those that don’t. Take the steps to support women in the workplace. It can create a more positive work environment and improve your bottom line.
One way to support gender diversity in the workplace is to offer parental leave policies that are fair and flexible. Parental leave should be available to both mothers and fathers. It should also be long enough to allow parents to bond with their new child.
Additionally, companies should pay parental leave so that parents can afford to take time off from work. Finally, parental leave should be flexible so that parents can return to work gradually if they want to.
Offering parental leave is one way to support gender diversity in the workplace, but there are many other ways to do so, too. For example, employers can offer on-site child care, flexible work hours and paid family leave. These policies make it easier for parents to balance work and family responsibilities.
Employers can also provide training on unconscious bias and gender stereotypes. This type of training can help employees become more aware of their own biases. It also teaches them how those biases might affect their work decisions.
Creating a diverse and inclusive workplace is an ongoing process. Employers should continually reassess their policies and practices to make sure they are promoting gender diversity.
Mind The Gap
We all know the feeling. We’re in the middle of a project, chugging along nicely and then we hit a snag. Progress grinds to a halt as we try to figure out what went wrong and how to fix it.
It can be frustrating, but it’s also an opportunity to learn and grow. Each time we encounter a problem, we have the chance to figure out a new solution. One that will make us better equipped to handle similar challenges in the future.
The same can be said about gender diversity in the workplace. Every time we encounter a gender gap, we have the opportunity to learn and grow so that we can close it. So, tell me, is your company minding the gap?
Minding the gap is essential when it comes to gender diversity in the workplace.
The first step is understanding where the gaps exist. They could be in recruitment, promotion or pay and benefits. Once you know where they are, you can start to close them.
The next step is to take action. It could mean changing your hiring practices, implementing new policies or offering training and development opportunities.
But minding the gap isn’t just about fixing the problem. It’s also about preventing it from happening again. To do this, you need to change the culture and attitudes towards gender diversity in your workplace. And it starts with leadership setting the tone and creating an inclusive environment where everyone can thrive.
Are you ready to mind (or close) the gap? Wizard of Sales® can help your company implement a more efficient, inclusive workplace culture. Because we believe that culture is the strategy. Book a demo with us today.