Women’s representation in the workforce has been gradually improving. More companies are striving to become true gender-sensitive organizations while ensuring a more female-friendly work environment. More women taking up leadership and executive roles is the goal of tomorrow. In a bid to encourage and promote a gender-diverse workforce, it is time to acknowledge the unique challenges that women face and provide equal opportunities to acknowledge the skills and expertise brought by women to the workplace.
Eliminating the Gender pay gap
Several researches have suggested that both men and women are twice as likely to hire a male candidate than a female. Women across the globe are earning 16% less in average hourly wages and 22% less in median monthly wages in comparison to men. Gender bias in hiring and paying is visible across different sectors of the industry. However, new policies are implemented to tackle the problem.
Companies are introducing the practice of Blind Hiring which focuses on merit rather than the personal information of the candidates. The hiring patterns are now being audited to investigate if any specific job roles have been favoring a specific gender unconsciously.
Allowing Flexible Work Shifts
The industry is well aware of the fact that flexible workers tend to be happier, achieve more, and work longer. However, organizations usually underestimate the efforts of married women, and mothers who are balancing their personal and professional lives. Organizations are gradually tilting towards providing flexible work hours to both male and female employees. In place of forcing them to complete strict 8/9 hours every day, provide them the option to complete hours as per their flexibility.
Appropriate Maternity Leaves and rejoining programs
The World Health Organization (WHO) recommends a 16-week minimum of maternity leave. However, the recovery period of women varies and companies can offer appropriate maternity leaves. Companies are also extending the flexible work-from-home option for pregnant women. At the same time, it becomes extremely difficult for mothers to re-join post their pregnancy. By introducing a well-thought rejoining policy, women can have a smooth transition after a long maternity break. The key is catering to the personal needs of the mother while providing maternity leaves.
Encourage Female Role Models
Workplaces lack women role models who are currently in leadership roles. Such is the implication that fresher women tend to underestimate their value and not apply for promotions. This is being tackled by actively encouraging training and support and recognizing their contributions and achievements. Women require self-belief that can be cemented only by ushering in a mentor-mentee relationship and positive support networks. Having more female role models in senior positions encourages more young women to join the workforce.
Menstrual leave
Periods are natural and tend to cause pain and discomfort every month. Dysmenorrhoea, one of the most prevalent menstrual disorders, affects 80% of all women at some point in their lives. More and more companies are prioritizing menstrual leaves and encouraging more women to enter the workforce. This gives an assurance that women are treated fairly and their gender requirements are acknowledged.
However, there is a lot that needs to be done in terms of perspective change and the actual work done on the ground. It is imperative to break away from cultural and social norms and help women realize their complete economic potential.
This article is written by Vikrant Gupta, CHRO, apna.co, and the views expressed in this article are his own
