“Gender equity is the process of being fair to women and men. To ensure fairness, strategies and measures must often be available to compensate for women’s historical and social disadvantages that prevent women and men from otherwise operating on a level playing field. Equity leads to equality.”
We’ve all seen it in action. A woman gets interrupted in a team meeting. She’s called “sweetie” or “honey” in the office hallway. She works hard but when her male counterparts’ work is presented, hers is forced to take a backseat. Her confidence and assertiveness are seen as bossy and too aggressive.
Unfortunately, gender equity is not a reality in most workplaces despite the progress made over the past decades. And yet, the data is clear: companies that prioritize gender diversity and equity consistently financially outperform those that don’t. So why are companies sluggish to adopt gender equity practices and policies, despite being good for business (not to mention the right thing to do)?
Historical & Current Progress Towards Gender Equity
The last 50 years have been coined the “gender revolution” because of the progress made in the U.S. towards gender equality. The market shows higher female employment rates, increased higher education graduation rates, and more women are showing up in C-Suite positions and in board rooms than ever before, resulting in 20% more effective business outcomes.
And yet, workplace reality is still a far cry from true equality.
According to a research article titled “Progress toward gender equality in the United States has slowed or stalled” published in PNAS by Paula England, Andrew Levine, Emma Mishel, the disparities are many: Female employment rates have stalled out, and were no higher in 2018 than in 1996. Women’s median earnings have always been – and remain – lower than mens (see graph below).
Caption: Graph from Research Article “Progress toward gender equality in the United States has slowed or stalled” published by Paula England, Andrew Levine, Emma Mishel
Domestic responsibilities and childcare continue to lean heavily on women and will continue to do so until our cultural attitudes regarding gender roles change or public provision for childcare is introduced.
It’s also worth noting that even within the modest progress that has been made in gender equality in the workplace, women of color remain underrepresented according to Women in the Workplace McKinsey Report 2023.
This McKinsey Report also busts the myth that microaggressions have a micro impact on women, when in reality they have a large and lasting impact:
“Microaggressions are a form of everyday discrimination that is often rooted in bias. They include comments and actions—even subtle ones that are not overtly harmful—that demean or dismiss someone based on their gender, race, or other aspects of their identity. They signal disrespect, cause acute stress, and can negatively impact women’s careers and health.”
Acknowledging the minor gains but vast progress still to be made regarding gender equity and equality is a good first step towards change. Taking action – both big and small – is the next step.
6 Action Steps Towards Promoting Gender Equity At Work
As decision makers and leaders in your organization, it’s critical that you do not let more time pass without taking action against gender inequity. Here are a six steps you can take to move your organization in the right direction:
Review pay rates and do a pay audit for inequities. Are men and women being paid equally for peer roles? If not, implement a change in your pay structure that protects and promotes gender equality.
Take note of female leadership in your company. Recognize their tremendous contributions in front of their teams and the entire organization. Make it known that they are respected and their work is appreciated and valued.
Implement mentor opportunities for female leaders. While recognition is great, paired with a commitment to their professional development and growth, overseeing a mentorship program or introducing mentor/mentee resources for your female leaders is an even greater step in the right direction towards gender equity.
“…compared with women who work on-site, men are seven to nine percentage points more likely to be “in the know,” receive the mentorship and sponsorships they need, and have their accomplishments noticed and rewarded.” – Women in the Workplace McKinsey Report 2023
Ensure equal representation in your company and within teams. Women have a lot to offer when it comes to problem solving, creativity, and a fresh perspective. Leaving them out of the conversation on any team is a big mistake and should be remedied through hiring and promotion practices that prioritize gender equity.
Create and promote a culture of commitment to speak up when inequity is seen. Provide safe spaces for employees to bring up inequity issues without fear of repercussions. Allow difficult conversations to be had so that you can learn, grow, and become a better organization on the other side.
“It’s important for companies to foster a culture that encourages employees to speak up when they see microaggressions or other disrespectful behavior. Although these conversations can be difficult, they often lead to valuable learning and growth. Senior leaders can play an important role in modeling that it is safe to surface and discuss these behaviors.” – Women in the Workplace McKinsey Report 2023
Partner with an organization who can help transform your culture. It’s often true that your leaders and decision makers are too close to the culture and processes to see clearly the change that needs to be made. Finding a trusted partner who specializes in building inclusive workplace cultures is the best way to ensure bias and gaps don’t continue to plague your organization’s workplace culture.
Beyond Inclusion Group Can Serve As Your DEI Partner
Most organizations want to build inclusive workplace cultures to ensure all team members feel valued and thrive, and to improve creativity, innovation and fiscal outcomes.
But while many have good intentions of creating a more inclusive workplace culture, most organizations fail because they lack the expertise and mindset to propel change. Don’t let your organization get stuck. Contact Beyond Inclusion Group today to learn how we can help you build an inclusive workplace culture where everyone thrives and belongs.
“Strong leaders that cultivate employee engagement are sensitive to the full humanity of their employees”
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