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Women in the Workplace: Bridging the Gender Gap

On28/ 03 /18
With more than 75% of CEOs including gender equality in their top business priorities, women's lack of representation in positions of leadership remains a serious issue across many organisations.
According to the Office for National Statistics, 2017 was a breakthrough year for the workplace as 70.8% of women aged from 16 to 64 were in work, the joint highest number since records began in 1971.
Bringing women into the workplace has many benefits, ranging from greater revenue to attracting businesses and new talents. With this in mind, have your thought about how your organisation can help to bridge the Gender Gap?

The gender gap explained

With an almost 54.4% pay gap in some UK cities, unequal pay isn’t the only reason to tackle the ever-expanding gender gap.
According to a report produced by Yahoo, the explanation lies behind differences in industry and occupation. Women are still widely underrepresented in some rewarding roles and professions such as management, mathematics and engineering, but make up the majority in fields like healthcare support, personal service and education.
Moreover, women are perceived to spend less time in the workplace, as they need to balance work and life. This includes leaving work for maternity leave as well as staying with kids at home to avoid the rising cost of professional childcare.


Why hiring women is important

From an economic standpoint, companies with women on the board generate better financial results. According to a study conducted by the Peterson Institute, companies with 30% female executives achieve as much as six percent more in profits.
Moreover, filling top-managerial positions with women brings diversity to the workplace, which is extremely beneficial in terms of improved employee performance and ultimately, balance. They improve productivity, adapt well to change and they bring a different level of insight to the table. 

Supporting women in the workplace

To allow your female employees to get the most from their job, you should be providing support at every stage of their career. The most common reasons female staff feel they are undervalued include fewer opportunities to progress, unequal pay compared to their male counterparts and lack of support from management.
To effectively tackle the issue of the gender gap it is critical to offer all employees identical chances to progress and grow within your organisation. Having said that, the equal pay rate should be offered to both men and women, and both counterparts should receive the same level of support and advice when needed.
To help your female employees maintain a good level of work-life balance, make sure that the contract includes some family-orientated benefits such as maternity leave packages or even discounted childcare and flexible working hours.
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