It can seem unbelievable that gender inequality persists in Australian workplaces in 2019. As well as the obvious human rights issues, some employers and managers fail to comprehend that a lack of gender equality can have measurable negative consequences for the organisation as a whole.<\/p>\n
Let’s examine some of the alarming statistics around the situation for women in the workplace, the benefits of championing gender equality, and some of the more positive approaches that can be taken by organisations to create a win-win situation.<\/p>\n
To fully understand gender inequality in Australian workplaces, it can help to absorb some of the bald statistics. Women across the Australian workforce are paid 15.3% less than men for equivalent work, and accumulate less than half the superannuation. They have a 50% chance of experiencing sexual harassment in the workplace, and the same odds of experiencing discrimination on the basis of being a parent!<\/p>\n
Barriers to gender equality in the workplace can be both subtle and not-so-subtle. Positional bias and diminished responsibility stem from the idea that only one gender or the other is ‘right’ for a job, such as reception work or heavy lifting. Subtler barriers see women being asked about family issues at job interviews – and yet not men.<\/p>\n
Other barriers include a lack of targeted support to help women overcome the promotional glass ceiling. For example, if the ability to act in higher positions, attend training or to network with stakeholders is not made sufficiently flexible for women in the workplace, then that glass ceiling will undoubtedly stay firmly in place.<\/p>\n
As indicated, these practices of gender inequality are deeply unacceptable on human rights grounds alone. Yet there is also a strong business case to be made for rectifying this situation and making gender equality a key component of business-as-usual.<\/p>\n
Firstly, fostering a level playing field in the workplace creates a sense of certainty and loyalty among all staff. The subsequent improvement in staff retention reduces the costs and inconvenience of rehiring and retraining. It also creates a more harmonious corporate environment due to reduced staffing changes.<\/p>\n
And – as if these benefits to business weren’t enough – workplace gender equality enables longitudinal corporate knowledge to be more easily captured and retained.<\/p>\n
Reputational benefits also flow to those organisations that actively embrace equality for women in the workplace. For example, the prestigious Employer of Choice Awards in Australia recognises and promotes businesses that demonstrate practical gains in workplace gender equality. Reputational gains lead to the attraction and retention of high quality staff.<\/p>\n
Many organisations have the best of intentions when it comes to improving gender equality. However sometimes it can be challenging to know where to start. A workplace audit of current equality initiatives can help to pinpoint any gaps – particularly between lip service and actual practice. From here, robust policies for parental leave and support, career assistance and flexible work arrangements can form an excellent base for the improvement of workplace gender equality on the ground.<\/p>\n
Being a leader in workplace gender equality brings considerable gains in employee satisfaction, reputation and the bottom line. It also works to lessen the chances of expensive claims being made on the basis of alleged gender discrimination.<\/p>\n
At WISE Workplace, we pride ourselves on the assistance that we provide to employers in their pursuit of excellence. We have the experience and governance expertise to help organisations remedy risks and work towards excellence in workplace gender equality. Get in touch if you would like to discuss the best ways to create equality in the workplace for women – and indeed for all employees.<\/p>\n","protected":false},"excerpt":{"rendered":"
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