Women continue to trail men in overall workforce participationand in representation at the professional through executive levels. Making your workforce more balanced between genders isn’t just a nice-to-have – rather, it’s a real driver of superior performance that all business leaders desire. This is supported by another study that shows that men are 30% more likely to be promoted to a managerial position than women. An organization that has the same opportunities and expectations for men and women is doing the right thing from both an ethical and business standpoint. © Copyright Skills 4 2020. To ensure this is the case, companies must foster a culture that embraces gender diversity. Opinions 5. Let’s see why gender diversity in the workplace matters and look at a simple game plan for making it work in your work environment. Businesses with an inclusive culture are significantly more likely to have a lower turnover rate to to increased morale and equality. Three key facts emerged from Mercer’s data: 1. Workplace diversity is a common topic of conversation among employers, hiring managers and recruitment professionals. Diverse work forces have been proven to outperform ones that aren’t. Historically, fewer women worked because their priorities were taking care of the household and raising children. Making women in equal power with men in terms of salary, opportunities and … It can increase profitability as a company and decrease staff turnover. Mursal Hedayat Contributor. When an organization has a strong reputation for gender diversity, it will attract top calibre women candidates. Gender diversity is important. Gallup’s study proves that diversity is actually key to successful and robust teams. First, if you think gender-diversity in the workplace is irrelevant, think again. Gender Diversity is a key focus area within the D&I Strategy, which is committed to the empowerment of women. Men will apply if they are 60 percent qualified, whereas women will only apply when they are 100 percent qualified. Personalities These differences, for example employees’ talents, are less obvious and require the organization’s effort and pr… Diversity in the workplace means that a company employs a wide range of diverse individuals.. Skills 4. Sexualizing women has also become unacceptable and against the law. Corporate boards are dominated by men. Companies who work to increase the gender balance in the upper quartiles can expect to benefit from: *HM Government, Gender equality at every stage : a roadmap for change. And secondly, we have all the different: 1. A business with a strong record of diversity and equality in the workplace is more likely to tap into the female workers seeking a career with a business that has real opportunities for promotion and development. However, only 56% women share the same views. If you have here because you have been researching ways to take your business forward, improve staff development and increase office productivity then a key area that can be improved upon is that of gender diversity. Few employers were willing to invest in hiring and promoting women when so few stayed in the workforce long-term. Diversity at workplace is a common occurrence workplace nowadays. Current female hiring, pro… Few employers were willing to invest in hiring and promoting women when so few stayed in the workforce long-term. Many people think about gender as referring to men and women, but the definition can also be expanded to include physical sex, assigned sex, gender identity, gender role, gender presentation, and perceived gender. Whilst women make up around 40% of the global workforce, only about 5% of those are in CEO and upper management positions and even then, annual salaries or men in similar positions are not equal. And go to EmployDiversityNetwork.com to read helpful articles and resources for Diversity Managers. Diversity is another workplace topic that is top of mind for companies trying to be more inclusive and accommodating of individual differences. Showcasing gender equity can also be a competitive advantage when it comes to recruitment. Research by McKinsey & Company found that companies with workforces comprising a large percentage of diversity in gender, race, and ethnicity often outperform the national industry median by as much as 35%. There are also certain fields like engineering, sciences, and math that have struggled for decades to attract and retain women. Companies in the top 25% for gender diversity on their executive team were 21% more likely to experience above-average profitability than companies in the bottom 25%*. The imbalance of men and women in certain positions and occupations is not a new issue. Organizations have changed their hiring practices to achieve gender diversity requirements and meet cultural expectations. In this modern age of digital advertising, social media and other ultra fast communication tools, news travels fast. It might feel as if women’s presence in the workplace is a given, but globally, despite making up 50% of the population, women generate just 37% of GDP. When young women needed to work, they were often given part-time or low responsibility jobs. Gender diversity is not the responsibility of one individual; it’s an issue that every member of the company needs to engage with. Diversity in the workplace refers to an organization that intentionally employs a workforce comprised of individuals of varying gender, religion, race, age, ethnicity, sexual orientation, education, and other attributes. There are 5 key benefits to implementing a gender diversity policy in your business Increased positivity in the office. 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