Balancing the Scales for Gender Equality
(Image Credit: Elena Mozhvilo on Unsplash)
Gender Equality is a human right. Pay equity is a legal right. So why does this not exist in Canadian companies?
Is this truth shocking to you or something you’ve chosen to ignore?
With the right strategies and a desire for change, you and your company will be one step closer to creating a more inclusive workplace for all.
Gender equality provides equal rights and opportunities for both men and women in the workplace. Under the Ontario Human Rights Code, any form of discrimination and harassment in relation to gender identity or gender expression is against the law. This code also states that everyone should have the same opportunities and benefits, and be treated with equal dignity and respect including transgender, transsexual and intersex persons, cross-dressers, and other people whose gender identity or expression is, or is seen to be, different from their birth sex.
In many parts of the world having gender equality at work is an ongoing challenge. According to a Gender Bias in Study Report by Be Applied, there are no countries in the world with true gender equality. That is disheartening in the year 2021. A United Nations report states that almost 90% of men and women hold some form of bias against females and while some companies try to educate their employees on bias training, it did not work.
Additionally, while 51% of Canadian women make up Canada’s working-age population, only 47% of women make up the labour force even though 53% of Canadian degree holders are women, and 56% of Canadian women hold advanced degrees. Women also make up 45% of all entry-level employees but only 25% of vice president positions and 15% of CEO positions in Canada. Along with this, women are 30% less likely to get promoted compared to men.
But that’s not all.
Traditionally female and female-dominated occupations such as teaching, nursing, or health-related occupations such as social work, clerical, or other administrative positions tend to be compensated at lower wage rates than male-dominated occupations, even though they may involve the same skill level.
What makes it worse is that Canada seems to be lagging in assessing and creating gender-equal spaces in the workplace as well. While 70% of Canadian organizations say that pay equity is part of their legal compensation philosophy, only about 34% choose to go beyond the minimum requirements or apply any statistical analysis to determine pay gaps, which is 21% below the rest of the world.
There are ways that organizations can improve this to create room for more growth and more inclusive spaces for gender equality and the well-being of all.
Gender Equality Strategies and Tips
Every company should have a set of strategies and tips to respond to issues like gender inequality in the workplace and the Government of Canada states that implementing strategies starting at the hiring stage can influence a more gender-equal and inclusive environment.
When hiring employees, some strategies to keep in mind are to:
Recruit more diverse candidates and aim to improve accountability.
Consider “blind” evaluations, skills, and knowledge testing, or even standardized interviews and questions that disassociate the gender of a future employee to their skills for the job.
Be aware of any mixed results that relate to unconscious bias training and diverse selection panels.
While these strategies are useful, keep in mind that one of the best ways to eliminate gender inequality is by increasing awareness about it and challenging widespread myths around gender equality as well. Change the structures and processes of the organization instead of changing the people. And if people need behavioural or attitudinal changes that may be part of moving forward. It’s also recommended that you adopt an intersectional approach to gender equality in the workplace.
Some ways that you can create change in the workplace culture include:
Being accountable for what occurs within.
Collecting data and setting targets or goals.
Focusing on the prevention of gender-based violence and harassment by creating programs and policies that challenge toxic masculinity, eliminate patriarchal social norms, and encourage men to be a part of the solution in creating safe spaces.
Creating opportunities for open and transparent dialogue.
By working to implement new strategies and change the preexisting workplace culture, you’ll be able to change the outlook on gender equality in the office.
Frameworks and Ecosystems
Implementing a framework or values relating to gender equality can be a beneficial step in moving your company towards a more inclusive workplace. For example, McKinsey & Company has created a gender equality ecosystem as a guide to creating equality. According to this ecosystem, the journey for organizations to change and create more gender equality among companies includes:
CEO and management commitment.
Transparency and indicators tracking.
Leadership development for women.
Diversity-enabling infrastructure.
Inclusive mind-sets and processes.
Additionally, you should train your workers for the future through the lens of gender equality which includes:
Ensuring timely information on future employment opportunities.
Increasing inclusiveness of reskilling and recruitment practices.
Leveling the playing field for women in technology.
Once your organization can adopt a framework and work to implement it, you’ll be that much closer to creating more gender equality in your company as well.
For more information, read more about the ecosystem from McKinsey & Company here!
The Gender Equality Ecosystem
McKinsey & Company’s illustrated guide for a gender-equal work environment.
Create Opportunities to Excel
Creating equal opportunities for women gives them the chance to reach their full potential. The first and foremost thing to do to create gender equality is to support and believe in the women around you in the workplace.
Next Generation writes that along with re-evaluating job specifications for senior management teams, the gender pay gap should be removed, and companies should be transparent about it as well. By introducing a new culture of transparency and challenging the company to investigate the pay gap between women and men, you show your employees that there is equality in how you compensate them. Remember, in some jurisdictions in Canada pay equity is a legal requirement.
One practical way of implementing this is by halting the question of asking potential employees what they were paid at their last job. You can do so by creating pay brackets (or bands/guidelines) that outline and include the salary for that role. This demonstrates fairness and equity for anyone who is qualified for the role, regardless of their gender.
It is beneficial to make work/life harmony and integration a priority for your employees as well. Considering many women in the workforce are working mothers, it becomes difficult for some women to reach their goals and career aspirations in the workplace. Companies should consider supporting employees in areas of childcare support, or even elder care, so your employees can continue to support their families while also being given the same opportunities in the office. Promoting parental leave for both fathers and mothers would allow mothers to invest more time into their careers while also giving fathers the opportunity to be more involved in their childcare duties.
One further option that we always recommend is having mentors available to everyone in the company to provide guidance and advice on how to ask for pay raises or how to tackle any issues relating to inequality. Mentors can provide a different perspective and can help you to navigate the options that are available in your workplace.
As Women’s History Month comes to a close, we encourage you to review your practices and work environment for any hidden negative impacts on women. We believe that every company should aim to have an inclusive workplace with gender equality being one key area of focus. By following the right strategies, implementing the proper frameworks, and creating more opportunities for your employees, your company will have a more inclusive, welcome environment. This in turn will enhance your employer brand!