Equality in the workplace has been an important and ongoing topic ever since women entered the workforce in significant numbers. Though there have been many strides made toward equality, there’s still work to be done to ensure that women are treated fairly, both in terms of compensation and opportunities for advancement. This post offers three ways to pursue an equal-opportunity environment.
Empower female employees
The first way to empower women is by providing opportunities for leadership development, so women have the chance to develop their skills and experience in leadership roles. This can include expanding opportunities for personal growth and development, so women feel fulfilled at work, which will improve performance and productivity as well as morale. The third way is by including women in key decisions that affect them, such as health care policies or parental leave practices.
Create an inclusive culture where everyone feels comfortable and respected.
In order to create an inclusive culture in your workplace, create channels to make feedback easy to give, then act on feedback received from female employees. This shows that you value their input and are committed to making changes that will improve their working environment.
Inclusivity can also be achieved by fostering open communication, offering flexible work options, providing training and development opportunities, and creating a supportive network of colleagues.
Lastly, you need to walk the talk when it comes to gender equality. This means being conscious of your own biases and ensuring that your policies and practices are fair and equal for everyone. You also want to make sure you have sufficient policies and procedures in place that protect both men and women from harassment or discrimination.
Check out our “What Is An Integrated HR Strategy And Why Your Business Needs One” blog post.
Diversity initiatives such as employee resource groups (ERGs) and affinity groups increase understanding across different backgrounds. ERGs serve as a support system for employees who share common identities or experiences with other members. Affinity groups allow employees to come together based on shared interests, such as hobbies or sports teams.
Diversity in the recruitment process
By opening up the candidate pool to include a wider range of perspectives, you can create a more level playing field for everyone. Hiring managers are not just responsible for hiring qualified candidates, they also have an obligation to ensure that the company culture is inclusive and welcoming so that employees feel comfortable and able to succeed at work. To be successful with this goal, it’s important to put systems in place to make sure there are women represented on interview panels, on hiring committees and as active members of the recruitment process—as well as offering opportunities to qualified women to move into senior roles.
If your company does not have the capacity for an internal HR department, Cansulta can help. Visit, our HR expertise page to search through our qualified HR Consultants. Still not sure how an HR Consultant can help your organization? Check out our “What does an HR Consultant do?” blog post.