Creating a workplace that promotes gender equality is a priority for many employers these days. And luckily, the ways of going about that goal aren’t rocket science.
Whether you’re a large company or small, there are several aspects of workplace culture that you should focus on in trying to create a more gender inclusive workplace.
Here are a few of them.
1. Educate your team about sexism in the workplace.
This is a no-brainer, but it’s still a problem in far too many workplaces: men and women need to be treated equally. While many companies have policies that protect people from discrimination and sexual harassment, that’s only part of the battle. Consider bringing in experts to educate your team about the roles that unconscious bias and sexism play in the workplace. Take complaints seriously and don’t take shortcuts in trying to get to the bottom of them. It’s all about action.
2. Be flexible.
In this day and age, technology has afforded us more ways of connecting to one another than we’ve ever had. Put that opportunity to use and consider offering more flexibility in terms of workplace schedules. It’s not always a matter of shifting someone’s schedule from 9 to 5 to 12 to 8 — sometimes, it’s just being clear with employees that they can adjust their schedules for whatever curveball comes their way — after-school meetings, doctor appointments, etc. Make your team know it’s more about performance than about how many hours you’re clocking in and out.
3. Be generous with maternity leave (and paternity leave)
Companies that are focused on promoting gender equality should take a hard look at their parental leave policies. Clearly, a generous and flexible maternity leave policy is helpful to women, but offering a generous and flexible paternity leave policy is often just as important. After all, raising a kid should be the responsibility of both parents, and by extending solid parental leave packages for people of all genders, you’re making the situation better for everyone involved.
4. Do a pay equity analysis.
The #MeToo and #TimesUp movements have put a lot of pressure on companies to narrow the pay gaps that exist between men and women. One of the best ways to tackle this is to run a pay equity analysis to see if there are gaps in your own pay scales and where those gaps exist. Many companies rely on the help of outside firms to get this done, though it can also be done in-house, if resources allow. The goal is to create more transparency and equality at all levels of the organization.
5. Be a champion of work-life balance.
Work-life balance has become one of the most important pieces of a job. In a survey by Comparably, 35% of people said work-life balance was actually *the* most important thing about a job besides salary, making it the most popular answer overall. As an employer, be a champion of work-life balance. Set the example at the top — have your top leadership speak about how they balance work and family life. Be generous with vacation and paid-time-off. Your ultimate goal should be for employees to feel that they can, and should, prioritize their out-of-work life.
6. Consider child care programs and other forms of assistance
If your company has the resources for it, it may be wise to consider having childcare on site or offering a subsidy for childcare through the benefits package.
