“Equity in the workplace is not an endpoint,” says one of the company responses below, “It’s iterative.”
Let’s remember this truism as we continue to struggle for equality for all of us. The process can’t be overnight. We know this from experience. It’s iterative. It takes small progressive steps.
It’s a strange affliction we have as a society: to be able to conceive of and ennoble ideas of a fairer world, but to have such a hard time realizing it in reality. But there’s no need to reiterate the nastier points of the struggle women face dally in a world dominated by men. Here instead is a small celebration of 3 companies that care enough to make dreams of equality real.
What are you doing to make the workplace more fair for women?
All across the globe we are conducting different initiatives based on inspiring and training women in STEAM, both inside and outside Globant. We offer our Globers different types of programs:Since 2020, we created The Women that Build Awards, that seeks to recognize and give visibility and a platform for every woman (and person that perceives herself as a woman) who has made a difference in the IT field. In its first two editions, the Women that Build Awards gathered in more than 25 countries +4,000 candidates, +350 finalists, +80k votes, +30 supporting associations, +20 sponsors, 7k registrations for the global announcement, and 16.9 million reach via media.This year’s awards include five categories: Tech Entrepreneur, Digital Leader, Rising Star, Board Executive, and Techfluencer, of which the last two are entirely new to the award. Is extremely important for Globant to recognize all those women who are in leadership positions because, according to the World Economic Forum’s 2022 Global Gender Gap Report, women only occupy 24% of leadership positions (Director, VP, CXO & Partner). Globant believes that women that occupy leadership positions within the IT industry can create a positive impact for other women, for this reason the Board Executive Category was created. On the other hand, Globant created a new category to highlight women that have been spreading their voice about technology opportunities and new roles in the sector and that have brought up the social networks conversation: Techfluencer. She Leads is a program that seeks to support our female and non-binary leaders, by enabling workshops as well as a mentoring scheme in which participants are assigned a mentor with whom they will talk about career development, recognition of achievements, leadership skills, etc. Regarding trainings, this year 48% of women on Globant’s payroll participated in leadership trainings.In our offices, we also provide breastfeeding rooms, on top of flexible internal policies like soft landing, fertility support and adoption policies and extended maternity leaves.
How much farther do we have to go to get to true equity for women in work culture?
As Globant, and the whole IT industry, we have come a long way in the fight for equity, but we still have a long way to go. We are committed to reaching a 50% parity in management positions by 2050, and are working actively to reach that goal. Moving in that direction, our goal this year is to inspire 15 million women.What does it mean to inspire? We have the Women that Build awards, which seeks to give visibility to women in technology. It is an award that was launched by Globant because we realized there were no other awards that were recognizing women in technology. So we established five different categories in which women could fit.The other thing that we are doing has to do with training. We do not want to compete with universities on any point, but we do want to help them make the subject of STEAM more visible. In some countries we have specific chairs where we work in some engineering careers. We gave 15,000 scholarships this year specifically for women working in the STEAM field. When we created the Certified Tech Developer career for Latam, Globant decided that half of the scholarships it was going to give were purely and exclusively oriented to women, so that was a statement.With the local governments in the different countries we are in, we were quite clear about what our vision was. When we open an office but there is not enough trained talent, we train 100 people and prioritize that 50% of that talent must be women. As a company that is growing and is interested in having more and more talent, we need these women to understand that there is a world of opportunities here.
Check Out Globant’s Careers Page Here!
What are you doing to make the workplace more fair for women?
This year, GE celebrates the 25th anniversary of its Women’s Network (GEWN), a major milestone for an employee resource group that was formed to support women working in GE. Championed by leaders at the highest level alongside strong support from its volunteers, GEWN today works to empower, energize and elevate the women at GE in an effort to achieve equity in its workforce. GE has made meaningful progress in inclusion and diversity, and the Women’s Network supports the company’s target of ensuring that 30% of the business is represented by women at various levels and fields. As shown in the 2021 Diversity Annual Report, the number of women in GE at the leadership level has increased 1.2% from 2020 with 50% of board leadership positions held by women. On the salary scale, GE’s men and women performing similar work are paid within 1% of each other.
How much farther do we have to go to get to true equity for women in work culture?
The impact of the Women’s Network has been felt throughout GE workplaces, but there is still much work to do. There are mentorship programs, return to career programs, work-life balance workshops and countless other initiatives focused on developing the social and personal skills of its female workforce. Since it began a quarter of a century ago, the network has grown from a single hub to more than 150 hubs globally with a steady increase in participation rates while successfully helping to build a leadership succession pipeline of women to drive the business forward. This spans across its operations, including new recruitment process tools to ensure fair and inclusive language in our job posts. Women interested in joining GE Power can sign up at http://invent.ge/gepwn.
Check Out GE Power’s Careers Page Here!
What are you doing to make the workplace more fair for women?
As a company, we’re dedicated not only to making our own workplace fair and equitable, but also to improving opportunities for women and under-represented groups across the industry. That’s why 6sense sponsors women’s leadership and mentorship groups, including a recent endeavor to elevate more women to board positions through training and connections with private equity and venture capital firms. Within our own company, we have a Women’s Employee Resource Group (ERG) to support and sponsor mentorship. It’s important for women to have a seat at every table, and to be bolstered at every step of their career paths. A key aspect of this is to make sure women are afforded the same growth opportunities as men, in every department and at every stage of their careers.
How much farther do we have to go to get to true equity for women in work culture?
Equity in the workplace is not an endpoint. It’s iterative, and we need to constantly work to ensure both gender equity and equity for all traditionally underrepresented groups. As organizations continue to evolve, different roles and career paths will emerge. There will alway be new opportunities to ensure that as many people from diverse backgrounds are given the same opportunities to shine and advance. Companies need to commit to keeping equity in the workplace a primary focus — not just now, while it’s getting a lot of attention, but for as long as the company is in business.
Check Out 6sense’s Careers Here!
What are you doing to make the workplace more fair for women?
On average, women in the United States make 18 cents less than men for every dollar they earn. This 18-cent gap impacts millions of lives every day, and, at UKG, we believe all employees should be compensated fairly and consistently. That’s why we’ve launched the UKG Close the Gap Initiative, where we’re pledging millions of dollars and partnering with several nonprofit organizations in the fight for pay equity. This includes contributing 18¢ for every employee paid each year via a UKG payroll solution — with over 15 million employees paid via UKG payroll solutions, that’s a $3 million investment in the critical programs and initiatives. Moreover, UKG is partnering with the National Women’s Soccer League (NWSL), making UKG the first-ever title sponsor of the NWSL Challenge Cup and the 2023 UKG NWSL Challenge Cup the first-ever women’s professional soccer tournament to achieve pay equity with their U.S. peers in the men’s game.
How much farther do we have to go to get to true equity for women in work culture?
Unfortunately, pay inequity continues to be a pervasive problem across the world — but we believe it shouldn’t be. UKG is joining the chorus of voices demanding fair pay for all and going a step farther by committing funds to encourage meaningful and permanent change to close this wage gap in the United States. Pay equity is critical to the health and welfare of the people it impacts, and critical to the success of all business (including UKG). We pledge to continue investing in education, training, and the technology and tools we use to ensure equity for our own people, and to help our customers do the same by investing in the technology and tools that support their own equitable pay practices.