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Powerful Ways to Deal with Gender Equality Through HR

gender pay gap

Brought to you by Cezanne HR Limited:

A recent study of over 10,000 companies found that the gender pay gap is still a very prominent issue. A whopping eight in 10 organisations were found to be paying men up to 9.7% more of an average hourly wage than women.

These figures are quite alarming considering many people have been led to believe that the gender pay gap is non-existent, and the Institute of Fiscal Studies have claimed that this problem will take 60 years to fix.

It’s important to remember that several other factors can contribute to wages, such as the level of experience and the job being performed. However, there is no sugar-coating these figures, and those working in HR need to be ready to tackle any questions which may get thrown their way.

In order to understand how to address gender inequality with the help from HR, check out the following pointers. Team these tips up with efficient HR software, and you’ll be ready to deal with issues accordingly in no time.

Use Data

The great thing about using HR software is that you’ll be presented with stacks of data which can be used to your advantage, helping to establish if there are any equality issues across departments. When you have all of the data in front of you, it will be easy to determine whether women are offered the same opportunities as men. If they aren’t, then you can actively fix the problem right away.

Say Yes to Support from Leaders

A recent article from People Management found that many HR departments are holding leaders accountable who may not currently be promoting equality in the workplace. As soon as those in higher positions begin highlighting the importance of equality, they’ll be responsible for the progression of female employees. In turn, female workers will feel as though they have far more support and confidence in their careers.

Flexible Working

In order to give women more breathing space when looking after their children, HR departments can introduce flexible working hours rather than sticking to a conventional 9-5 model. To achieve this, those in HR need to find a very persuasive argument as to why flexible working hours will benefit the performance of the company.

Generous Maternity Policies

Building a family is a perfectly reasonable goal for anyone to have, but more times than not, companies don’t have maternity policies in place to support this. Having a generous maternity policy in place will not only give women the time they need to settle into their new lives, but it will also mean your company is retaining valuable female talent.

Give Everyone a Fair Chance to Succeed

As a HR practitioner, it’s important to encourage strong internal communication and networking, so all employees understand how seriously the business takes gender equality. Females should be given the same chance as any other male in the company, from leadership training to promotion opportunities.

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