In today’s workplace, equality is an important issue. So, if companies want employees to perform at the highest level, they need to work towards closing the gender gap and leveling the pay scale based on job performance rather than race or gender.
Despite significant progress towards equal pay between the genders, women still earn approximately 17% less than men, on average, in 2022. Although explanations for this gap have been proposed – such as women choosing to work in lower-paying occupations – this is not the reason.
Allowing employees to use their full talents can provide a competitive advantage for companies. Plus, organizations with more women in leadership roles tend to perform better. Likewise, employees working on diverse and inclusive teams are more apt to put in a better effort, stay longer with the firm, and demonstrate more commitment.
For companies and organizations to increase their performance numbers, all employees and managers must understand and counteract stereotypes and gender bias. Otherwise, these firms could fall behind.
How Managers Can Support Equality in the Workplace
There are many ways to communicate today and let people know whether or not companies are fair in paying their employees – particularly those of different races and genders. These include:
- Social media posts
- Blogs
- Online forums
- Newspaper articles
- Podcasts
It doesn’t take long for word to spread – and if your company has a bad reputation, it can reflect poorly on your sales and revenues and the individuals who come to you as potential job candidates.
So, how can managers support equality in the workplace? There are several strategies for doing so, such as:
- Challenging the “Likeability Penalty”
- Evaluating performance fairly
- Giving both genders equal credit for work performed
- Getting the most out of meetings
- Sharing office “housekeeping” duties
- Making work more convenient for parents
- Making negotiations a norm
- Supporting mentorship and sponsorship opportunities
Challenging the “Likeability Penalty”
The likeability penalty is a term that reflects how women in business are penalized when exhibiting certain qualities – such as leadership and motivation – that people typically attribute to their male counterparts.
In this case, when a man is successful, his peers generally like him more, whereas when a woman is successful, men and other women tend to like her less. Alternatively, if a woman seems nice, she may be considered less competent, which could negatively affect her potential to move up in a company.
Evaluating Performance Fairly
Studies have shown that males’ performance is often overestimated compared to females’ performance. This is not just in the workplace but in non-business situations. Over time, even the smallest deviations in performance can significantly impact a woman’s career.
Giving Both Genders Equal Credit for Work Performed
The way men and women describe their skills differs, too. For instance, males typically attribute their success to innate qualities, whereas women often do so based on external factors such as hard work or receiving help from others.
In addition, others in the workplace often undervalue women. For example, when males and females work together on various tasks, women are given less credit if the project is a success but take blame more heavily if it is a failure.
As a leader or manager, ensuring that women receive the credit they deserve is essential. You could also seek out opportunities to acknowledge employees’ accomplishments.
Getting the Most Out of Meetings
When in a meeting, women tend to talk less than men. When women speak up and make suggestions, they are often interrupted and given less credit for their ideas. Therefore, managers should encourage women to participate more during meetings, make suggestions, and share ideas.
Sharing Office “Housekeeping” Duties
Many working women today lean towards the office housekeeping tasks, such as taking notes and organizing events. But this can take valuable time away from more important projects they could be working on.
With that in mind, managers should more evenly distribute work among men and women – and ensure that women are not taking on additional or more menial tasks without receiving additional rewards.
Making Work More Convenient for Parents
Many women take time out of working to have and raise children. But if childcare were more accessible (such as on-site daycare at their employer’s location), more females would likely return to or remain in the workplace. This can lead to more revenue in total earnings, a larger amount of Social Security benefits and more overall contributions to employer-sponsored retirement savings plans.
Making Negotiations a Norm
While women in the workplace negotiate as often as men, females often face more pushback when they do so. This is because people typically expect males to be more assertive. Therefore, there is a little downside when men negotiate. But women are generally expected to be less aggressive.
So, when they negotiate, other individuals may react unfavorably. Therefore, company leaders and managers should encourage women to negotiate more assertively and reward them for ideas that they may have.
Supporting Mentorship and Sponsorship Opportunities
Even though sponsorship and mentorship are considered primary drivers of success, women usually have a harder time finding mentors and sponsors, particularly those with influence.
To combat this, more male managers in your company could offer to mentor female employees and receive rewards when they do so. If you set up formal mentorship programs at your business, it may even encourage positive connections for all employees’ careers.
Is Your Organization Supportive of Equal Pay for Equal Work?
It is essential to ensure that all of your company’s employees are treated equally – regardless of their race, gender, or other differentiating factors. There are many ways to help even out the pay scale and the opportunity for promotions.
Taking such steps can make your company more attractive to potential job candidates, customers, and prospects. In addition, working with a specialist in this area can help you to move your company forward.
