Following on from the noise, quite rightly, around International Women’s Day, at bpesearch,
we wanted to reflect on the progress that is being made in the mission towards achieving gender equality in the workplace, whilst also recognising the significant strides (leaps?!) yet to be taken. In this piece, we will explore:
The current state of gender equality in the workplace
- Causes of the gender gap in the workplace
- Actionable steps businesses can take to promote equality,
- The business benefits of gender diversity
- How your search / recruitment partners can support your business
Despite slight progress in bridging the gender gap in the workplace, unacceptable disparities still persist (any disparity that is based on gender is unacceptable) including pay equity, representation in leadership positions, and workplace discrimination. The gap becomes even more evident when looking at senior roles in organisations. In fact, according to recent studies by McKinsey & Company and the World Economic Forum, women continue to face barriers to advancement, with only a small fraction reaching C-suite roles, issues that are only compounded when faced by women of colour, LGBTQ+ individuals, and other marginalized groups.
The CIPD reported that in the UK, the gender pay gap among full-time employees in April 2022 was 8.3%. Shockingly, this is an increase from the 7.7% in April 2021. However, it is important to note that the Office for National Statistics shows that the gender pay gap decreased to 14.9%, from 15.1% in 2021, and is below the levels seen in 2019 (17.4%). Although this means we are moving in the right direction, it is clear that significant work still needs to be done.
What causes the gender gap in the workplace?
When it comes to causes of the gender pay gap in the workplace, the reasons are complex and include economic, cultural, societal and educational factors:
- A lack of flexible working options
- Occupational segregation
- The undervaluing of women’s work
- Pay discrimination
The above are by no means exhaustive, but one significant factor contributing to the gender gap is gender stereotypes and biases. There is a perpetuating belief that certain professions or leadership positions are more suitable for men than women. These biases can influence hiring decisions, career progression, and opportunities for advancement, creating barriers for women in the workplace.
Another contributing factor is the lack of support for work-life balance. Women often disproportionately take on familial caregiving responsibilities, including childcare, which can impact their ability to pursue career opportunities or advance in their chosen fields. This is without taking into consideration the length of time women that want children will need to take off in order to facilitate this. Without adequate support systems in place, such as flexible work arrangements or affordable childcare options, women may face barriers to achieving their professional goals. This, however, has the potential to be remedied with the introduction of the Flexible Working Bill in July 2024.
Additionally, unequal access to educational and professional opportunities can exacerbate the gender gap. Women have often faced barriers to accessing education and training in certain fields, limiting their career options and earning potential. This even occurs in industries where women are well-represented, such as healthcare and education, with women often experiencing disparities in pay and leadership opportunities compared to men.
Discrimination and unconscious bias also play a significant role in perpetuating the gender gap. Women may experience subtle or overt forms of discrimination in the workplace, ranging from unequal pay to exclusion from decision-making processes. These biases can create a hostile work environment and undermine women’s confidence and sense of belonging, further perpetuating the cycle of inequality.
Why your business needs gender equality
The lack of gender diversity in the workplace not only affects individual career advancement but can also impact the performance of your business.
Beyond the moral imperative, promoting gender equality often generates tangible business benefits. Research shows that companies with diverse leadership teams are more innovative, better equipped to navigate complex challenges, and more resilient in times of crisis. Companies that embrace diversity, particularly in leadership teams, often outperform competitors in, generate stronger financial performance and more positive levels of employee engagement.
Fostering an inclusive workplace culture also enhances employer brand reputation and attracts, as well as retains top talent. By ignoring, or even contributing to the gender gap in the workplace, your business is most likely cutting itself off from an incredibly large workforce that has unique perspectives and skills to further develop your business.
How to promote gender equality in your business
To achieve gender equality, organisations must adopt strategies that address gender inequality and unconscious bias. Offering roles and promotions based on the merit of work seems obvious, but considering if potential candidates will require time off for child care based on their gender and incorporating this into your decision making process is a prime example of bias.
Additional ways to help close the gender gap in the workplace is by offering leadership development and mentorship programs for women, establishing transparent pay policies, and developing inclusive workplace cultures where all employees feel valued and respected.
How specialist recruitment advisers can help
Partnering with an experienced recruitment adviser can play an important role in your gender equality initiatives. Specialist recruitment advisors are well versed in diversity and inclusion practices and will be able to help your organisation identify and attract diverse talent pools, including women leaders and underrepresented groups. By leveraging networks, industry insights, and best practices, a true search partner should be able to support you in building diverse leadership teams, drive cultural transformation, and ensure diversity and inclusion is embedded into the fabric of your business.
At bpesearch, we don’t just talk the talk. We’re committed to promoting diversity and we are working hard to improve the landscape for our colleagues, candidates and clients. There is much more for us to do, but we’re proud to report that women have secured 50% of all assignments we have led since the beginning of 2018. Over the same period, the proportion of successful candidates from under-represented ethnic groups has increased from 3% to 7%:
By acknowledging the current state of the gender gap and implementing proactive strategies to promote equality, we know that we can drive meaningful change across our your business by working in partnership with expert recruitment advisers with an authentic lens on the ED&I agenda, you can create workplaces where all employees are given the opportunity to thrive and succeed.
