Our industry is dominated by women. In fact, we regularly work with a 90/10 ratio of women to men. But that doesn’t mean we’re there yet – there’s still work to be done to credit the awesome women you work with. So here are some simple ways to help further level the playing field.
1. Recognise
People become parents – that’s not novel news. So why are men and women treated differently when it comes to returning to work? Companies should work hard to give both parents equal flexibility when the time comes to return to work.
In fact, our market intel tell us that for new parents, the 5-days in office work weeks often just aren’t possible and recruits are crying out for flexibility that’s actually flexible.
TIP: Set a precedent and treat new parents equally on returning to work. Plus, flip your thinking on flexibility – it’s not just a buzzword, it’s a big factor in employee engagement and will help with retention.
2. Rethink
It’s no secret men have traditionally used a round of golf or drinks as a way to bond. And it’s no surprise these activities historically exclude women. So what can be done culturally to shift the feeling of a ‘boys club’ to one where everyone feels included?
TIP: A company culture is built on more than just Friday drinks. Instead, think of fresh ways to get the team together that make everyone feel part of it. Better yet, why not get employees to vote on activities or ideas and draw a winner every quarter?
3. Reward and recognition
As the saying goes, “give credit where credit’s due” and if someone at your workplace is putting in the hard work, they deserve it. This can come in the form of a promotion, a pay rise or even a shoutout in the company meeting.
TIP: Think about who you’re working with, what would be the most meaningful way of recognising the hard work they’ve done? And don’t just look at the work, look at the bigger picture of their whole life – what could it mean for their family too?
4. Acknowledge
We can’t avoid acknowledging there is a gender pay gap. Even in 2023, women are paid at least $0.89 to $1 compared to men working at the same level. And for our Asian, Pasifika and Māori sisters, it’s even less. So what can we do to change this?
TIP: Start by cross-checking your employee salaries – it might show a pattern you didn’t see before. Plus, take notes from organisations like Mind the Gap, who are fighting for the pay equality we women so desperately deserve. Then, even the scales.
5. Boost
We harp on about how important things like mentorship and learning new skills are – but that’s because they are. There’s also Employee Led Networks, which help employees to connect, share ideas and support each other in reaching their potential.
TIP: If you’re in a position to help boost the wāhine at your workplace or know of a course that will, then do. Plus, use the Employee Led Networks for yourself – they provide advice to organisation-level network leads and people leaders.
So even though there’s still some work to do in the HR industry, there’s some easy ways to help women win at work. Have any other ideas? Let’s keep the conversation going and let us know your thoughts on social.
