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Section head
Seven Point Diversity Plan for Action in the Workplace
Below are some recommendations for employers who wish to address inequality for women in the workplace:
- Measurement and monitoring of human capital data is absolutely the first starting point. Employers need to map out their current situation before they can even begin to find the most appropriate route to success. Employers should be looking to see where women are throughout the organisation, by grade and department. Employers should look to see if there are differences in the rates of recruitment, retention, promotion, pay or satisfaction between men and women.
- Consult with the women in your organisational pipeline. As an employer do you really understand how women experience your organisation and what their issues and concerns are? Are there any areas of your corporate culture that are off-putting, what would encourage women to stay?
- If any interventions or policies are to be successful, they must have senior commitment and backing to drive them through. Leader’s behaviour is particularly important and can send very powerful messages; it’s about walking the talk as much as it is about talking the talk.
- Establish and promote flexible working practicses and work to reduce presenteeism, outputs should be rewarded not the amount of time spent in the office. Encourage male participation in flexible working. Many of your most talented people do not want to work long hours. Isn't it time to explore working patterns other than the 9-5, 5 day a week working norm.
- Use open-recruitment tools, such as advertising and employment agencies, rather than relying on informal social networks and referrals to fill positions. Promotion from within an organisation should also be transparent, with postings of open positions in appropriate venues.
- Ensure a critical mass of women in executive positions - not just one or two women. When women are not a small minority, their identities as women become less salient, and colleagues are more likely to react to them in terms of their individual competencies.
- Take action on equal pay - conducting an audit is just the first step towards equal pay, and should be followed by a planned set of actions to address any issues which are uncovered.