The following was ghost-written for a salesperson.
March 11, 2019
International Women’s Day on Friday was definitely something to be celebrated – the Capita office is filled with skilled and talented women, and I’m glad to work alongside them. It was impossible not to think about how many doors are being opened and ceilings smashed. And it’s about time!
Friday might have been all about recognising progress, but over the weekend it was impossible not to think about how much further we’ve got to go. As of August 2018, there are as many men called David as there are women CEOs on the FTSE 100. The average pay gap for full-time work stands at 8.6%, and is at its widest (23.9%) in skilled trades. Women still dominate lower paid industries like teaching and nursing, colloquially – if patronisingly – known as “pink-collar jobs”. Certain industries, like IT and STEM fields, remain resiliently populated by men.
The good news? Change is definitely afoot. The gender pay gap has been shrinking since the 90s, and is virtually non-existent for those aged between 18 and 39 years. Only 7% of FTSE 100 CEOs might be female, but almost 30% of board members are, and that number is growing. According to the Confederation of British Industry in December 2018, 93% of all businesses are taking action to reduce the gender pay gap. I’m sure that everyone has noticed a change in the makeup of their offices over the past few years, and everyone worth knowing wants to see that change continue.
If we want to see even more progress by next International Women’s Day, we’re going to have to give it a helping hand. Here are some steps you can take to help the women you work with thrive.
- Staff training on gender equality, especially educating managers on both obvious and subtle discrimination, can open everyone’s eyes and make work fairer at every level.
- Women are likely to have family commitments at any stage of their careers, but encouraging work-life balance promotes a healthier and more equal environment for all.
- Flexible working hours take this a step further. Who really needs to work a strict 9-5? Being able to choose when you work or take work at home days can foster a more inclusive environment.
- Generous maternity pay allows to enjoy parenting while still feeling valued. Training programmes for returners can be augmented by colleagues reaching out toward the end of mat leave, so that women know they’ll be supported on their return.
- Paternity leave levels the playing field between men and women in the workplace, lifting the penalization on working mothers. So if you’re a recent father, insist on taking some, and support the woman in your life and those around you.
- Sexual harassment might feel like an uncomfortable subject, but there’s no denying that it happens. Management can implement clear policies and open avenues for conversation, but if you see something happening to a colleague, don’t be tempted to turn a blind eye.
- Actively look to promote women. Despite stereotypes about female leadership, firms with gender-diverse boards consistently perform better. It also sets a clear standard from the top down – and nothing works better than leading by example.
Changes like these don’t just benefit women – they can make a difference to everyone in your organisation. In a year’s time, I really want to see every industry I work with taking a big step toward real gender equality. What can you do to make that happen?
https://www.linkedin.com/pulse/gender-equality-its-time-make-happen-pete-donaldson-ccwp/
Grace Thiele 