Gender inequality in workplace

“We’ve begun to raise daughters more like sons...but few have the courage to raise our sons more like our daughters.”

                                                       -Gloria Steinem

Gender inequality in the workplace takes many forms — unequal pay, disparity in promotions, incidents of sexual harassment, and racism. Often, it presents itself in more nuanced ways, like fewer opportunities for women who are mothers and a higher incidence of burnout in women.

Unequal pay

Equal pay for men and women is still not a reality. In 2020, women earned 84% of what men earned for the same job, and Black and Latina women earned even less. This gender pay gap has persisted over the past years, shrinking by just 8 cents in 25 years. There are multiple reasons to blame, including “sticky floors” that result from traditional social norms that keep women from choosing higher-paying roles and male-dominated industries, unequal access to education, and discrimination.

Barriers to Promotion

There is a “broken rung” at the manager level: “For every 100 men promoted to manager, only 86 women are promoted.” This problem is compounded at higher levels of leadership: fewer women managers means there are fewer candidates to promote to heads of department, directors, and C-suite positions, too. You can see this lack of representation clear as day: 62% of C-suite positions are held by white men, compared with 20% taken up by white women (greater than the 13% occupied by men of color) and a mere 4% by women of color.

Bias against mothers

Mothers, and women of child-bearing age, are less likely to receive a callback from hiring managers, even when their résumés are identical to the résumés of male applicants or childless women. This points to gender biases rooted in the “work/family narrative,” which views women through the caregiver/mother lens. The (erroneous) conclusion is that their devotion to family and childcare makes them less committed and unable to put in long hours like their male counterparts, especially at high-level jobs.

Incidents of sexual harassment

Thirty-five percent of women in the U.S. experience sexual harassment at some point during their careers: a sign that sexism is overlooked in the workplace. Sexual harassment could also be a direct side effect of disparity in pay and promotions.

Steps managers can take to eliminate gender inequality in organizations:

1. Educate employees on unconscious gender bias:

Everyone can have unconscious biases and prejudices about people or groups. Offer implicit bias training through the Implicit Association Test (IAT) to managers to make them aware of these hidden biases towards minorities so that they can actively avoid discriminatory behavior and make more informed decisions to promote gender equality.

2. Appoint diverse interviewers and implement longer shortlists to hire more women in top positions:

Research shows that an extended shortlist of candidates for open positions creates more gender diversity because it pushes managers to think beyond the gender stereotypes associated with a role. Train Human Resources managers on how to make these types of longer shortlists when hiring, especially for male-dominated roles, so that more women get recruited in top positions.

3. Conduct an audit and make salaries transparent:

Conduct a company-wide audit to ensure that men and women in the same roles get paid equally. Use the findings to adjust salaries and close any gender wage gaps. In 2013, Buffer adopted complete transparency and disclosed all salaries. As a result, their job applications rose from 1,263 in the 30 days before the announcement to 2,886 in the next month, expanding the talent pool.

4. Offer at least 4 months for paid parental leave:

Paid time off to nurture a new child has immense health and career benefits. Establish generous policies for maternity leave, with a minimum of four months. Provide separate parental leave for fathers, like Sweden and Iceland, to encourage men to take time off and share in household responsibilities as well as let women back into the workforce.

Steps employees can take to combat gender inequality

Employees, too, can play an active role in advancing gender equality in their workplaces. Individuals who are proactive at work help in creating a better future and prevent the recurrence of existing problems.

1. Participate in DEIB initiatives at your organization:

DEIB initiatives benefit everyone in the workplace. When you participate in DEIB initiatives, you can bring your own experience and use it to promote change. Even if you are not part of an underrepresented group, using your voice to help others who may be facing barriers helps you grow too.

2. Call out instances of gender discrimination or biases:

Just like the MeToo movement started with one instance of speaking out against sexual harassment, taking a stand even if you are alone can bring about lasting change and empower others to speak up.

3. Join or build a women’s Employee Resource Group:

ERG groups help develop internal leaders, educate employees, and have a positive impact on retention. Join or create an ERG to help build psychologically safe spaces for women, women with disabilities, women of color, and LGBTQ+ women.

4. Become a mentor to women and women of color:

Your lived experiences are far more valuable and truthful than any other resources provided to other women in the workforce. Use them to share lessons while mentoring women.

We won't achieve true gender equality until it is intersectional

“All inequality is not created equal,” Kimberlé Crenshaw said, pointing to the fact that varied and overlapping identities compound experiences of discrimination. Some women experience discrimination based on their gender, while other women may face, in addition to gender, inequalities arising from race, ability, sexual orientation, caste, and class.

 “Achieving gender equality requires the engagement of women and men, girls and boys. It is everyone’s responsibility.”