Businesses must reflect on the progress they’ve made to inspire inclusion and promote gender equality
While the number of women in the workforce holding senior positions and running their own businesses has increased in recent years, there is still a lot of work that needs to be done to level the playing field. According to UKG, a leading provider of HR, payroll, workforce management and culture solutions for all people, changemakers and business leaders must invest time, resources and money into supporting women in the workplace to enable this.
A recent study by the World Economic Forum suggests women hold only 32% of senior management positions worldwide. This is reflective of gender bias in the workplace – be it intentional or subconscious – and a general lack of diversity in leadership. This could be for a number of reasons, whether it be businesses not promoting women, hiring senior talent, or failing to train and upskill women within the workplace to enable them to break through the glass ceiling.
Nicole Bello, Group Vice President, at UKG believes that HR plays a key role in promoting equality, diversity and inclusivity within a business, and while gender equality is a complex challenge, a fairer workplace can be achieved by investing in women in all areas of their career.
Nicole commented: “On International Women’s Day 2024, we are all reminded of the importance of creating a fair and equal society for women and girls, and given that work is such a significant part of many of our lives, businesses and changemakers must inspire inclusion each and every day. Whether this be by creating more accessible and flexible day-to-day processes within the workplace or closing the gender pay gap.
“From the recruitment process to supporting and bolstering women within the workplace, businesses need to tackle a range of historical challenges and biases against women, from gendered language in job descriptions to a lack of women in the C-suite. Addressing subconscious bias is crucial, and at UKG, we’re implementing diversity and inclusion initiatives such as the Unified Foundational Learning programme and providing leadership development programmes for women.”
Nicole continued: “A workplace must consistently feel ‘inclusive’ in order to attract and retain the best talent, so it’s crucial that business leaders meet the needs of female employees by investing in their success. This could look like providing part-time working options, flexible working hours and introducing HR technology that can empower women to take better control of their careers through training or managing their shift patterns.
“Employers must invest in creating an environment of honest and open dialogue by asking questions and listening to female employees, instead of making assumptions. The latest workforce management solutions offer an opportunity to listen to staff needs. For example, using personalised surveys to allow employees to share their experiences anonymously and directly with management is just one of the options available.”
Nicole added: “As well as investments in resources, employees want to feel a sense of ‘belonging’ all year round, and this is especially true with women in the workplace! When people feel like they belong, they can accelerate innovation and help solve problems with solutions the team could otherwise overlook. So, encouraging a fairer work environment is not only a win for the equality of women, but it can be a win for businesses too.
“Closing the gender pay gap must be a part of this conversation too. Pay transparency is crucial, and it’s also important to acknowledge how feedback directly impacts pay, so by tackling unconscious bias, managers can better guide to help people succeed.”
Nicole concludes: “Organisations should ask what can we do to improve women’s confidence in the workplace. Employers must ensure women feel included throughout their careers. This is not only the right thing to do but also promotes innovation and productivity and keeps talented women supported at work as they climb the career ladder.”
