{"id":33943,"date":"2021-02-25T16:35:20","date_gmt":"2021-02-25T16:35:20","guid":{"rendered":"https:\/\/www.okappy.com\/?p=33943"},"modified":"2021-03-09T19:45:29","modified_gmt":"2021-03-09T19:45:29","slug":"how-companies-can-help-shape-a-more-gender-equal-workplace-in-a-covid-19-world","status":"publish","type":"post","link":"https:\/\/www.okappy.com\/how-companies-can-help-shape-a-more-gender-equal-workplace-in-a-covid-19-world\/","title":{"rendered":"How Companies Can Help Shape a More Gender-Equal Workplace in a Covid-19 World"},"content":{"rendered":"

\u00a0The year is 2021. The Covid-19 pandemic has forced industries to shift the ways they work to accommodate remote working. You may have thought that this would open out a more level playing field for women. But this couldn\u2019t be further from the truth.<\/p>\n

According to research by The Fawcett Society, the pandemic has had a “devastating” impact on gender equality in the workplace. The survey of 8,400 adults showed that women were more likely than men to lose work or be burdened with childcare in the crisis.\u00a0 A third of working mothers reported having lost work or hours due to a lack of childcare during the pandemic. And this rose to 44% when it came to Black, Asian and minority ethnic (BAME) mothers.<\/p>\n

It also found that while both men and women had done more childcare since March, the gap between the amount of time mothers and fathers spent grew. And the gender pay gap – the average difference in pay between men and women – is in danger of widening as a result.<\/p>\n

Workplace discrimination is not only a drastic threat to women, but remains a major concern for UK businesses on the whole. According to The Wall Street Journal<\/a>, diversity proves to drive innovation and financial results. So, whatever your politics are – gender equality should be on your agenda.<\/p>\n

The Fawcett society described the UK as being at a “coronavirus crossroads” – one that could impact the progress of workplace equality for years. But hope is not lost yet. As we come out of the pandemic, we can all play an active part in shaping a more gender-equal workplace. Here are 5 steps to start with:<\/p>\n

5 Ways to Encourage a More Gender Equal Workplace:<\/h2>\n

1. Leave egos at the door<\/h3>\n

There is no \u2018i\u2019 in \u201cteam.\u201d Your company is a collection of individuals with differing needs. But, like everyone else, women want trust, respect, to be listened to and recognised for their contribution.<\/p>\n

Focus on creating a community with a common purpose. Prioritise listening over talking. Create a space where voices are heard without having to shout. Champion a collaborative culture where everyone shares in each other\u2019s successes.<\/p>\n

2. Understand unconscious bias and take action<\/h3>\n

Unconscious biases are the underlying attitudes and stereotypes that people unconsciously<\/i> attribute to another person or group. And they affect how they understand and engage with a person or group. Everyone has unconscious bias. And yes, that includes you.<\/p>\n

If you\u2019re hiring based on \u2018gut feeling,\u2019 you\u2019re likely hiring on the basis of unconscious bias. The best thing we can do is become aware of them and take action to prevent them.<\/p>\n

One way of doing this is by taking a free and confidential, Harvard University-developed Implicit Association Test (IAT<\/a>). Biases can become embedded into company processes, so it\u2019s worth doing some more research around de-biassing.<\/a><\/p>\n

3.\u00a0 Invest in diversity and inclusion training<\/h3>\n

A diversity and inclusion specialist will sensitively address any outdated mindsets and expectations, and help your team\u00a0 collectively champion gender diversity. This will help your workplace foster an inclusive and respectful culture.<\/p>\n

Diversity and inclusion training will equip your employees to be proactive in supporting talented women and speaking up if they see unconscious bias or microaggressions. The women in your\u00a0 organisation will feel more empowered to make contributions too. This could look like advocating for themselves in their own careers or helping others advance through mentorship.<\/p>\n

4. Put a gender equality policy in place<\/h3>\n

Spurred on by Covid-19, many companies are exploring family-friendly policies. This includes flexible and part-time positions, to support workers experiencing an increased childcare burden. It\u2019s vital that companies use this moment to design and put in place policies and practices that support women in the long term.<\/p>\n

A gender equality policy should consider:<\/p>\n