Striking the Right Gender Balance Infographic

Striking the Right Gender Balance. Gender balance, or lack of it, in the workplace is a complex matter. This infographic gives a brief insight into some of the key issues, and how to address them. Gender balance by numbers. Women are underrepresented at every level in the corporate pipeline, especially the senior level.[1] Twenty eight percent of organisations don’t monitor gender diversity.[2] Eighty three percent of women seek careers with organisations strongly committed to diversity and equality.[3] In sixty seven percent of organisations, the proportion of female employees decreases with seniority.[4] Sixteen point four percent is the average pay gap between men and women in the EU.[5] In the UK financial sector, full-time women’s salaries are fifty five percent less than their male colleagues.[6] Recognise your organisation in any of these statistics. The business case for better gender balance As well as making moral and social sense, gender balance is good for business too. Gender diverse teams have been found to enhance innovation, improve problem-solving and reduce groupthink.[7] According to Gallup, more diverse companies have twenty two percent less staff turnover. [8] Companies in the top quartile for gender diversity are fifteen percent more likely to have financial returns higher than that of their average industry counterparts.[9] Gender diversity can help you better reflect and understand your customers, and also make you an employer of choice.[10] Gender balance. what managers and leaders can do. We need women at all levels, including the top, to change the dynamic, reshape the conversation, to make sure women’s voices are heard and heeded, not overlooked and ignored. Sheryl Sandberg. Conduct a gender audit. What proportion of your company are women. What percentage of your female workforce are senior managers or board members. HR or your annual report can be a good place to start. Get involved. What is your organisation doing to promote and encourage gender diversity. How could you help. Could you support upcoming female talent, e.g. as a mentor or coach. Share knowledge and experience. Identify individuals or organisations who are championing gender diversity in their organisation. See what you can learn from each other. Be aware of unconscious bias. [11} In yourself, and others, particularly with regard to recruitment, selection and promotion. Keep the focus on fairness, inclusion and merit.[12] Promote flexible working. Look for ways to increase and extend the availability of flexible working a key aspect of attracting and retaining female talent.[13] Acknowledge you’re not there yet. But share with others what your organisation is doing about gender balance and celebrate key milestones along the way.[14]

References
[1] ‘A CEO’s Guide to Gender Equality’, McKinsey Quarterly (November 2015). http://www.mckinsey.com/insights/leading_in_the_21st_century/a_ceos_guide_to_gender_equality (accessed 28 January, 2016).
[2] CIPD: ‘Gender Diversity in the Boardroom: Reach for the Top’ (February 2015, page 6). Available at: http://www.cipd.co.uk/binaries/gender-diversity-boardroom_2015-reach-for-the-top.pdf (accessed 28 January, 2016).
[3] The Advocate Group, ‘5 Real Benefits of Gender Diversity in the Workplace’ (March 2015). Available at: http://www.advocate-group.co.uk/5-real-benefits-of-gender-diversity-in-the-workplace/ (accessed 28 January, 2016).
[4] Ibid.
[5] European Commission, ‘Gender Equality - Gender Pay Gap:The Situation in the EU’. Available at: http://ec.europa.eu/justice/gender-equality/gender-pay-gap/situation-europe/index_en.htm (accessed 28 January, 2016).
[6] Business and the Community, ‘Women in Work: the Facts’. Available at: http://gender.bitc.org.uk/research-insight/WomenWorkFactsheet (accessed 28 January, 2016).
[7] Westcoast Women in Engineering, Science & Technology, ‘The Business Case for Gender Diversity’. Available at: https://www.apeg.bc.ca/getattachment/About-Us/Commitment-to-Community/Gender-Diverse-Workplaces/Gender-Diverse-Workplaces-Resources/Business-Case-for-Gender-Diversity-APEGBC.PDF.aspx (accessed 28 January, 2016).
[8] Sharon Florentine, ‘Six Ways to Attract and Retain Female IT Talent’, CIO Magazine (October 2014). Available at: http://www.cio.com/article/2841636/staff-management/6-ways-to-attract-and-retain-female-it-talent.html (accessed 28 January, 2016).
[9] McKinsey and Company, ‘Why Diversity Matters’ (January 2015). Available at: http://www.mckinsey.com/insights/organization/why_diversity_matters (accessed 28 January, 2016).
[10] 5 Real Benefits of Gender Diversity in the Workplace (March 2015). Available at: http://www.advocate-group.co.uk/5-real-benefits-of-gender-diversity-in-the-workplace/ (accessed 28 January 2016).
[11]Trang Chu, ‘How Unconscious Bias Holds Us Back’ (1 May 2014). Available at: ,http://www.theguardian.com/women-in-leadership/2014/may/01/unconscious-bias-women-holding-back-work (accessed 28 January 2015).
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