Promoting Gender Equality in the

Workplace
Gender-diverse companies reap significant benefits over less diverse ones. In
a study of two companies, Gallup found that gender-diverse departments in a
retail company earned 14% more revenue. These units in a hospitality
company took in 19% more quarterly net profits.
But if creating gender diversity was as simple as hiring specific ratios of
women, non-binary individuals (people who identify as neither men nor
women), and men, then more companies would do it. However, women, and
especially women of colour, remain underrepresented.
On INSEAD’s recent In the Know podcast titled “Ambition Has No
Gender,” Zoe Kinias, an Associate Professor of Organisational Behaviour at
INSEAD, discussed ways that companies can improve gender equitability
among employees. What are the meaningful ways that women and gender-
diverse individuals can be hired and authentically included in a company’s
leadership?

Gender Equality in the Workplace

While many organisations do not yet have a gender balance, even those that
do may not have many women or non-binary individuals in leadership
positions. Prof. Kinias notes that “women are more clustered at lower levels
within the organisation with lower salaries, less responsibility, and less
impact.”

Even an equitable balance of genders does not

always solve the problem
Women and gender non-conforming people also may not feel as respected at
their organisations, meaning that they may not be included in important
projects or can’t bring their ideas to the table. So, in this sense, even an
equitable balance of genders does not always solve the problem.
Gender Diversity Initiatives That Work
For women and non-binary people to become fully included in a workplace,
the organisation needs to grapple with its own history, as well as the history of
business itself. “The one thing that we recommend as a foundation for
developing gender equality is creating a psychologically safe environment
for everyone,” Prof. Kinias explains.
Men also need to be involved with changing corporate culture. Through
initiatives like the Manbassador programme, a student club at INSEAD and
other business schools, men learn to become better advocates for historically
underrepresented groups. The idea is that they remediate their own
unconscious biases during graduate school so they can advance an open-
minded perspective after graduation.

If you have the right environment, it makes it

much easier [for men] to step forward

Some men might feel nervous about challenging workplace norms of toxic
masculinity, but challenging these norms is important to changing the
workplace culture. Antoine Clavier, who started the Manbassador programme
while completing his MBA at INSEAD, adds, “if you have the right
environment, it makes it much easier [for men] to step forward.”
Outside of business school, other initiatives encourage men to become allies.
HeForShe is an organisation that encourages all genders to come together to
create more opportunities for women. IMPACT 10x10x10 is the organisation’s
economic initiative, bringing together heads of states, corporate leaders, and
university administration to create policies to support equality for women and
gender non-conforming people.
Culture of discomfort contributes to women being
passed over for promotion
Sheryl Sandberg’s organisation Lean In also has started a programme
called Mentor Her, which asks men to mentor and advocate for women in the
workplace. The programme addresses the serious problem that 60% of
American managers and 40% of U.K. managers feel uncomfortable
“mentoring, working alone, or socialising” with their female employees. As one
might expect, this culture of discomfort contributes to women being passed
over for promotion.
How can men become advocates for women and non-binary people?
“[Men have to] just muster the courage and say, okay, this is something I want
to get involved in. I’m going to try to find a way. Maybe it’s small at first, but
just move forward with that,” Antoine suggests.

Changing Corporate Culture

If everyone is more aware of the ways in which business culture doesn’t
always meet the needs of historically underrepresented groups, they can
change their workplace. This is the goal of INSEAD’s Gender Initiative, which
equips graduates with the knowledge and tools to change their company
culture for the better. Accordingly, 91% of INSEAD graduates say they want to
support the advancement of “women in high impact leadership positions”
wherever they’re employed.
Women, non-binary people, and diverse-minded men can also actively seek
out jobs at organisations that are more attuned to the importance of workplace
diversity, focusing not only on gender but also on race, age, sexual
orientation, and other factors. When interviewing for a job, Prof. Kinias
recommends observing your surroundings and the exchanges happening
around you.
“[In an interview] you can look around and see how different profiles of people
or different demographic groups seem to be engaged and a part of the system
and really included,” Prof. Kinias says.

The Future of Gender in the Workplace

For women and non-binary people to advance to leadership positions in the
workplace, companies need to do more than just regulate hiring ratios.
Research organisation McKinsey notes, “…even though hiring and promotion
rates improve at more senior levels, women can never catch up…until
companies close the early gaps in hiring and promotion, women will remain
underrepresented.” The same is true for non-binary people, as well.

Initiatives that promote respect, idea sharing, and

gender equality help all employees
Ultimately, businesses that don’t promote all types of diversity, including
gender diversity, will suffer from a dearth of fresh ideas. They will be less able
to understand the nuanced perspectives of the consumers they serve
because they will lack the necessary cultural context. Initiatives that promote
respect, idea sharing, and gender equality help not just female and non-binary
employees but all employees.
13 Ways To Promote Gender Equality In The
Workplace

Implementing gender equality in the workplace is not just a tick box task because it is the ‘right
thing to do.’ But it is a matter of equal opportunity that can benefit your business. This article is
all about why you need gender equality in your workplace.

Many companies commit and claim they are all about gender diversity, but has this
commitment translated to meaningful implementation and progress?

Despite the world’s challenging misogyny and patriarchy, women are still paid less than their
male counterparts. Moreover, due to prevalent gender biases, women workers remain an
underrepresented group in leadership positions.

Image Courtesy- Unsplash

It is 2021, and yet we see single-gender dominating many companies. For instance, according to
the Global Gender Gap Index, the bottom 20 percent is dominated by developing countries.
Meaning the participation of women in workplaces is still low compared to men.
 Why is it so? Is it due to a lack of awareness? Or is it because leaders fail to recognize the reality
of gender discrimination?

To find the answers, we must first understand the impact of gender equality on our workplaces
and employees. But first, let’s take a look at what it means.

What is Gender Equality in the Workplace?

Before we know how to promote gender equality at work, we must understand what it means.

In simple words, gender equality in the workplace refers to equal opportunities and rights for
working women, transwomen, men, and other people belonging to different gender identities.

They must receive fair responsibilities and access every available resource in the organization. It
translates as:

 Flexible work hours for everyone irrespective of their gender

 Everyone must feel safe to do their job without workplace discrimination
 Diverse employees feel safe and empowered while working with the team.
 Everyone receives equal opportunities and employee appreciation
 Eradication of gender pay gap
 Everyone gets similar training and learning opportunities within the company
 Strict company policies prohibiting sexual harassment and power abuse.
Benefits of Gender Equality in the Workplace
As a leader, you must ensure that gender equality is more than just a nice-to-have in the
employee handbook. Instead, it should be actively practiced, communicated, and measured.

Doing so will benefit your workers as well as your business. So, to make it
easier for you to understand, we have mentioned some of the best benefits of
gender equality and why its implementation is important.

1. Gender Equality Leads Women in Leadership Positions.

According to a study by SHL, out of 27 challenges, women excelled in 21 challenges compared
to men. Hence, promoting diversity and inclusion along with leadership helps boost company
performance.

2. Creates a Safe and Healthy Work Environment

Companies that implement gender equality at work create a safe and secure environment for
every employee, especially women and gender minorities. Implementing workplace safety helps
employees bring their best selves to work. Collaboration becomes easy, and workers do not
fear discrimination in the workplace

3. Enhances Business and Company Culture

Companies with a functional diversity and inclusion program achieve greater success. When
you provide equal opportunities, it attracts diverse ideas and inclusive mindsets. It enhances your
company's culture while maximizing profits, employee productivity, and employee
engagement.

How to Promote Gender Equality in the Workplace

 Let me tell you something. Women were losing jobs long before the Covid-19 pandemic
happened. Historically speaking, women are more likely to lose their jobs compared to men.

As per a report, women face 54% of job losses globally while comprising only 39% of global
employment.

Well, gender inequality is a trajectorial history that persists. But, in this post-modern world, we
must rethink gender equality in the workplace and how to promote it.

Let’s take a look at the 13 powerful ways to promote gender equality in the workplace.

1. Recheck Your Vacancy Announcements

Well, equality begins right from the stage of hiring and recruiting. So, you must ensure your
vacancy or career page is free of discrimination. This is imperative because even a small word of
discrimination can discourage many women, including LGBT individuals.

To start with:

 You can remove all the gender-binary pronouns.

 Write all your job descriptions in a gender-neutral tone using pronouns like
“they/them.”
 Highlight training opportunities
 Maintain gender balance in your ads. Avoid using terms like “He will be
associated with creating marketing content.”

2. Crosscheck the Interview Questions

Recruitment procedures tell a lot about your workplace culture. Thus, you must recheck all the
interview questions to eradicate gender-sensitive questions. Be very critical about any questions
that may bring someone's civil rights into question.

For instance, you must refrain from asking female candidates if they have plans to get married or
pregnant sooner or later. Such questions hold no relevance to the positions applied, and it only
portrays your apprehension towards working mothers.

3. Analyze the Ratio of Men and Women in your Organization

 An important step is to analyze the ratio of male-female employees in your company. If you get
to know your company comprises almost 80-90% of male workers, it is time you revamp
your hiring and recruitment strategy.

Of course, depending on your industry, there will be restrictions. For example, logistics
companies will hire mostly male workers but consider hiring more female workers as well.

As highlighted in PwC’s report ‘Winning the talent race,’ much research has confirmed the link
between a more gender-balanced workforce in logistics and higher financial returns. Those
logistics businesses with more women on the board outperform their competitors by 16% in
return on sales and 26% when comparing the return on invested capital.

4. Create a Discrimination-Free Company Culture

It is a known fact, women have and are still facing workplace harassment at work. Many
senior-level women workers also go through sexual harassment, but they remain silent due to
stigmas attached. You must create a company culture that is bereft of stigmas and taboos.

Here’s how you can create a company culture that’s equal and fair:

 Senior managers must empower women and every other individual that falls
under the gender and sexual minority category.
 Give equal flexible working hours to everyone
 Practice equal pay
 Engage in internal communication
 Embrace and promote workplace equity
 Organize workshops about gender equality in the workplace
 Give parental leaves for new mothers and single parents
 Give fair opportunities to both full time and part-time workers irrespective of
their gender

5. Emphasize on Work-life Balance

Maintaining a balance between work and life is crucial, but mostly for working mothers. Give
them the freedom of taking a sabbatical or remote work, and you will see a productivity
improvement.

Such freedom and flexibility will positively impact your company as a good work-life balance
results in employee satisfaction, leading to increased employee retention.
 6. Say NO to Gender Pay Gap
According to the Gender Pay Gap 2020 report, women earn 19% less than their male
counterparts for the same job.

While there can be many reasons for the gender pay gap, it is mostly discrimination that plays a
major role. As a leader, you have the authority to put an end to such stereotypical and gender-
biased practices. Regardless of gender, pay everyone the same wage for the same job
responsibilities.

As a result, you will cultivate a fair corporate culture that tackles the root cause.

Meanwhile, you can position your brand as a strong advocate for women's equality. It will have a
domino effect, causing other businesses to implement more gender-friendly policies.

7. Take Strict Action Against Gender-Based Harassment

Women have been subjugated, discriminated against, and ostracised for just being women, and
that too, mostly by men.

It is 2021, yet some cis-men (men whose assigned sex at birth was male) do not understand the
meaning of gender equality in the workplace. Hence, they keep making gender-discriminatory
remarks to women and LGBTQIA folks. In such a case, the only solution is to penalize such
offenders with a strict anti-harassment law.

Penalization can include-

 Immediate termination
 Salary or incentive cut
 Contract termination
 Official complaint

8. Provide Equal Learning and Development Opportunities

Training is important for every employee to understand your business and the product. So, you
must ensure every employee receives equal mentoring irrespective of their gender. Women,
same-sex partners, transgender persons, everyone must receive equal learning opportunities.

This is a great way to promote gender equality in the workplace.

Also, diversity training can do wonders in educating your staff about gender and equality. Hire
a professional who can conduct sessions on gender issues, discrimination, and women’s rights in
your workplace.
Know More: 7 Steps To Create A Diversity Training Program

9. Reverse Sexism is just as Bad.

As a manager, you should apply equal treatment to all aspects of your job, including poor
performance. When female employees perform poorly, don't coddle them or let the problem slip
away. As a leader, it is your responsibility to ensure that every employee, including women, is
giving their all.

It would be wrong to shield women employees from their mistakes, and you might appear to be
engaging in reversed sexism.

Remember, you must treat everyone equally. That is the true meaning of gender equality in the
workplace. Your constructive criticism is also a learning opportunity for them.

10. Give them Leadership Roles.

We are saying this because only 5% of Fortune 500 CEOs are women. Also, as per the US
Census Bureau (2017), women earn only 80% of what men are paid.

It has always been difficult for women to climb the ladder of success. Hence, you must recognize
that women are equally capable of being great leaders. They could be the next Michelle Obama,
Oprah Winfrey, Mother Teresa, or even the first of their name.

Women are strong-willed and determined, which makes them excellent leaders. And all of this
together makes them great leaders. Jacinda Arden, the PM of New Zealand, is the perfect
example of a woman in leadership. She handled an entire country to fight against Covid-19, and
look at her success today!

11. Give Women a Chance

Take this as advice, let employees compete regardless of their gender. After all, we must
eradicate stereotypes like men perform better than women.

Do not assign smaller projects solely to women. Rather, assign tasks based on experience and
skill. Give them an equal chance to compete and let them show their knowledge and skill without
inhibitions.

12. Say NO to Stereotypes

Let’s look at a few instances first:
 “You are too soft to handle this.”
 “Are you man enough to do this job.”
 “Women are gentle; they can’t do such jobs.”
 “Are you a real woman?”
We live in the 21st century, but we still hear daily derogatory remarks about women and other
gender minorities. You must ensure that these stereotypes don't get repeated in your workplace.

It is a preconceived notion that women are fragile and delicate and cannot handle serious clients
or lack negotiation abilities. The list of stereotypes is endless. But, your company must eradicate
such stereotypes and empower women just like any other worker. This is an important step to
promote gender equality in the workplace.

13. Learn from Exit Interviews

Exit interviews are done for a purpose, and progressive companies take them seriously. With the
help of impactful exit interview questions, you get to know the reason why your employees
leave. It is a learning opportunity for the management.

Such exit feedbacks help you identify if any discrimination had taken place, and you must make
sure it does not happen again. It assists leaders in improving employee retention by identifying
the reasons why talented workers are disengaged and unhappy.

Similarly, you should ask your female employees if they have experienced any discomfort due to
their gender, and you should act on their feedback to ensure that your company remains
discrimination-free.

Conclusion

Diversity and Inclusion are more than a fancy terms to add to your employee handbook.
Women are marginalized when it comes to leadership and success. Hence, gender equality in
the workplace is imperative for business success.
Today, we must join hands to change the never-ending discrimination against
gender minorities and shape a better work culture. Gender equality in the
workplace is not a zero-sum game but a collective effort. And we believe,
together, we can achieve this with a bit of support and sensibility.