7 Tips for What Women Need at Work
Women have made great strides in the workplace. They have worked hard, shattered several glass ceilings, and broken gender stereotypes. While doing so, they have also made significant contributions to the organisations they have served. However, despite the considerable progress towards achieving gender parity, there is still some distance before women reach accurate equity in the workplace.
Gender diversity in the workplace has improved employee engagement and productivity. Even as more and more women enter the workforce, does your organisation understand their needs and what they want in the workplace?
Here are seven tips on what women need in the workplace:
A Safe and Inclusive Workplace
Safety and inclusivity are essential concerns for women. Women are all too familiar with the reported and unreported cases of sexual harassment, gender-based discrimination, and micro-aggression at work. This can prove to be a huge dampener to their desire to work. Women look up to organisations to ensure they can work without fear of harassment, physical or psychological abuse, or discrimination. For this, firms must put in place policies and processes that ensure that the rights of women employees are respected and protected.
Pay Parity
Equal pay for equal work is not even a subject that should need discussion. However, the sad reality is that women across industries earn less than their male colleagues for the same work. Fortunately, the support for equal pay for women has been gaining momentum. Many firms have already implemented policies that guarantee equal pay for women. More and more women are determined to take a stand for equal pay. They want their work to be valued, respected, and compensated fairly. Economic justice is a right that women strongly desire and want workplaces to uphold.
Flexible Work Arrangements
Women desire flexible working arrangements to achieve work-life balance. More often than not, women are expected to perform a ‘second shift’ after returning home. They are expected to take care of domestic chores such as childcare, cooking, and housework. Flexible work arrangements enable them to fully deliver on their professional commitments and manage their family responsibilities. Viewed from the employer’s perspective, they will have to develop new ways of assessing employees’ performance. With flexible work arrangements, employers will now need to set realistic expectations and support women employees in delivering their best.
Opportunities for Advancement to Leadership Positions
Although considerable progress has been made in breaking traditional gender roles, women in leadership positions in organisations are still a rarity. Despite their increased presence in the corporate world, they still lag behind their male counterparts in being given leadership responsibilities. This imbalance has caused many women to feel at an inherent disadvantage compared to their male colleagues. Women want this imbalance to end. They want equal treatment with men and to be judged on the merit of their work and not their gender.
Work Culture Without Gender Bias
Workplaces all over the world are still male-dominated. Gender biases in work cultures take many forms. These biases are seen in salary differences, unequal promotion access, and stereotyping based on gender roles. Creating a safe and respectful work culture free of gender bias has been a long and ongoing battle. Women desire a workplace culture that allows all individuals, regardless of gender, to work and thrive in an environment where all voices are heard and respected. Creating a work culture free of gender bias is key to building a workplace free of discrimination. This requires organisations to think beyond just legal compliance. It requires organisations to commit to meaningful implementation of gender equality norms and building a respectful and inclusive work environment.
Guarantee of Meaningful Work
Women want to participate in and contribute to meaningful work. Until recently, most women have been relegated to low-paying and unappreciated jobs. This stops women from attaining their career aspirations. An important way of ensuring that women have access to meaningful work is by providing them equal opportunities for in-company training and education. Organisations should allow women to work on ‘passion projects.’ Such measures will keep them engaged and motivated. By guaranteeing meaningful work to their women employees, organisations will gain through increased productivity and engagement in their workforce.
Organizational Attention to Employee Well-being
Women face unique challenges in the workplace that can make it difficult for them to build fulfilling careers. As a result, women look to their employers to support their efforts to achieve satisfaction and well-being. Organisations should respect their women employees’ physical and mental boundaries and provide guidance and support (for example, through support networks such as mental health services) to address their concerns.
Women want to work where they are respected and their work is appreciated. They want opportunities to grow and develop their skills. They need an inclusive and equitable workplace where they and their contributions are valued. Organisations must create a work environment where women feel empowered to work and succeed. Organisations need to recognise that women have different needs and provide them with a supportive work environment.
