One of the big issues being addressed in the public domain is the gender pay gap. It has widely been reported that women across the globe are paid less than men. Correcting this gender imbalance is one of the issues that progressive organisations are looking to address.
Organisations of more than 250 people now must publish data on their gender pay gaps in accordance with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Whilst smaller companies are encouraged to do so, there is no legal requirement to report this data. Which means that there are…
Despite advancements women have made in the workforce, with many women now achieving lower and middle management positions, they are still less likely to reach senior levels of upper management. In a survey undertaken by The Happiness Index into workplace happiness, it found that women did not feel as valued as their male colleagues.
This is not solely based around pay, it is also concerning career development opportunities. The survey found that whilst men focused on a need for higher wages and more opportunities for career development. Women were more focused on the need for increased appreciation, communication and respect.
How can employers support career progression?
The survey from The Happiness Index, found that feeling valued was directly correlated to career progression. Organisations addressing this imbalance need to look at the specific issues women are facing in the workplace:
- Females are still more likely to be the main care givers for children and older relatives. This leads to increased likelihood of taking a career break whilst raising a family or working part-time to provide care.
- Learning and development, women with family commitments can find it more difficult to take courses or other training opportunities that are offered in the evening or away from home to advance their career.
Organisations that offer flexible working including part-time or job share roles, working from home and flexible hours can help women to balance careers with family responsibilities. Offering learning and development opportunities and mentoring programs to all workers whether they are part-time or at any stage of their career helps to create an inclusive culture.
For example, what support if any, does your organisation offer to women returning to work after maternity leave? Have there been any changes that they will need to be made aware of, or new technology that requires training? Some women on their return to work after maternity leave report feeling isolated and left behind during their time away. Often feeling they are either side lined or over looked for promotions and their careers are left stagnating.
Organisations need to understand and respond to changing family structures which have become increasingly more complex over the last 20 years. Whilst women are often the main care givers, men, grandparents and other relatives are increasingly playing a larger role in caring for families. Establishing a culture which is inclusive of all workers and encourages development and growth, will ultimately lead to a happier, productive workforce, where individual team members feel supported and valued.