Gender inequality at work has been a topic of discussion and debate for decades, not just regarding the gender pay gap, but also concerning issues such as harassment and discrimination. Since the Equal Pay Act of 1970 and subsequent acts such as the 1975 Sex Discrimination Act and the Equality Act in 2010, it is prohibited by law in the UK for men and women to be treated differently in the workplace due to their gender. However, although gender inequality is not as out in the open as it used to be, it certainly still exists. In 2020, women reportedly earned just 84% ¹ of what men earned and occupied just 24% of top-level management positions ².

When referring to the gender pay gap or gender inequality, it does not necessarily mean that men and women receive unequal pay for unequal work, but rather highlights the broader systemic issues of unequal outcomes. There are numerous factors which contribute towards inequality, including occupational segregation, unconscious bias, undervaluing of work roles typically performed by women, and the motherhood penalty.

Unfortunately, social stereotypes still exist for women which may prevent them from entering certain historically male-dominated fields or for applying for high-level management positions. Research shows ³ that women are less confident in applying for positions which they are not fully qualified for, whereas men are likely to apply for a role if they have just 60% of the required qualifications. These stereotypes can also lead to unconscious bias by employers or recruiters who may be less inclined to hire a woman in a role that is typically filled by a man.

In particular, bias exists towards women who are in their 20s and 30s who either have children or are perceived to want children. This stems from the misconception that women with children are less committed to their careers and are unlikely to want to spend long hours at work, particularly in management-level positions. These factors contribute towards what is known as the motherhood penalty: a loss in earnings after having children due to career interruptions and bias. During the pandemic, this penalty was evident as nearly 2 million women ⁴, many of them mothers with children, had to either reduce their work hours or leave the workforce altogether.

How Can You Promote Gender Equality in Your Workplace?

1.) Provide Workplace Flexibility: Since the pandemic, remote work has been adopted by many companies and has been proven to be equally, if not more, productive than working in the office. As caregiving roles are still primarily held by women, remote working can allow them to retain a healthy work-life balance while also remaining in the workforce full time and advancing their careers.

2.) Invest in Training and Development: Providing women with training and opportunities to learn new skills or take on higher roles in a company promotes a culture of diversity and inclusion and will encourage more women to apply for roles that they typically may not have considered themselves qualified for. Having more women in senior roles will have benefits for your company too, including higher revenue growth, increased innovation and customer satisfaction.

3.) Evaluate Your Maternity Policies: Build a workplace culture that supports women who have children or are considering starting a family. Employees should feel comfortable taking full maternity, paternity or shared parental leave, particularly at higher levels of the company. Include options for flexible hours, remote work or on-site childcare to provide opportunities for women who would like to maintain their jobs to do so if they wish.

Author: Shirley Carruthers - Content Creator at ParkerSteel Limited

References:
1. Pew Research - Gender Pay Gap Facts
2. McKinsey - Women in the Workplace
3. BreatheHR - Gender Equality in the Workplace
4. McKinsey - Five Fifty: The Pandemic's Gender Effect