Related: Team Building Tips and Activities to Boost Employee Morale and Engagement. Review the federal equal pay law, and then review state laws, if necessary. This means that women are at a disadvantage from the start of the hiring process —even if they have the same skills, experience and qualifications. Net photo. In this case, the only productive solution is Another aspect that reflects gender inequality, is when men at times earn more than their female counterparts even when they are holding a similar position. Sexual harassment is still a huge obstacle in the workplace. When an individual is not being included in tasks or events, it can prevent them from becoming successful and productive workers. Additionally, consider publishing salary data. Gender inequality in the workplace can be identified by these components: The gender pay gap continues to be a large part of gender inequality in the workplace. Promote a culture where employees know they are appreciated based on their talent and performance. When you take the time to avoid gender discrimination, you can increase productivity, alleviate conflict and reduce the chances of legal issues. This among many factors have slowed the progress of equality in the workplace. In one gender experiment, when a male employer was making a hiring decision, women had only a 40% chance of getting hired. It explains the reasons for the success or failure of these programmes and draws up recommendations for action aimed at providing decision makers with the relevant information they need in order to give an impetus to gender equality in the workplace. Related: 5 Steps to Creating an Effective Training and Development Program. If you have a hiring panel, make sure that it’s gender diverse. Sexual harassment affects women in so many ways This starts at the managerial level. Information and Communication Technologies, Representativeness of the European social partner organisations: Human health sector, ERM report 2020: Restructuring across borders, Long-term care workforce: Employment and working conditions, European Working Conditions Surveys (EWCS), European Monitoring Centre on Change - EMCC, European Observatory on Quality of Life - EurLIFE, European Observatory of Working Life - EurWORK, Database of wages, working time and collective disputes, Promoting gender equality in the workplace, eurofound.brusselsoffice@eurofound.europa.eu. It is therefore paramount that company CEOs and managers ensure to take the necessary steps to make the workplace as equal and diverse as possible, here is how; Gage your company time and again to see if the systems in place favour both men and women in terms of welfare and growth in career. Penalise gender-based harassment Some men can’t really understand what it means to have gender equality in the workplace, so they keep repeating the same mistakes all over again. However, excluding an individual from team projects, company outings, meetings and necessary decision-making because of gender falls within the realm of gender inequality. Gender equality should be characterized by these important components: Gender inequality has many adverse effects such as: Gender inequality occurs in the workplace due to traditional gender roles and persistent gender bias. This report describes the operation of workplace gender equality strategies in seven countries of the European Union and assesses their impact on both employees and the organisation. Some companies publish pay brackets that outline the salary for each role along with the general requirements for the position. This may help you identify if you offer equal employment opportunities to all employees. window.dojoRequire(["mojo/signup-forms/Loader"], function(L) { L.start({"baseUrl":"mc.us18.list-manage.com","uuid":"07f75c58e86a14c66be62bd77","lid":"cd8f7aac3b","uniqueMethods":true}) }) Gender inequality in the workplace is an important topic to consider as you grow and develop your business. Recording and sharing salary information with employees can help to assure your workforce that everyone is being paid fairly and that gender pay equality is a priority. You can also evaluate whether other types of experiences or education could qualify applicants for more senior-level positions. For example, if a position currently requires 15 years of experience, consider if 10 years of experience would be sufficient. Submit it here! Tell us what you think. Lastly, document each employee’s qualifications, pay, position, education and work experience. This shouldn’t be the case however, as a company owner, break down gendered career paths such that women can also have the chance to access positions (on merit) that are mostly known to be for men.