Here are 8 tips to help you to improve gender equality in your organisation.

1 – Reassess Your Job Requirements 

Companies that aren’t hiring women for senior roles should consider what barriers they’ve constructed that prevents women from filling them. 

2 – Expand the Applicant Pool 

If the goal is a diverse workplace the pool of job candidates needs to be diverse as well. 

3 – Rethink Your Interview Process 

All candidates should be asked the same questions. If possible, questions should be phrased the same way as well, as different wording can elicit different answers.

4 – Make Sure All Employees Have the Same Access to Opportunity 

Organisations should have processes and training in place, so all employees meet the same standards and ensures that they all get the same exposure to opportunities.

5 – Make Sure Everyone Has Access to Mentors

Organisations with mentoring programs shouldn’t insist on same-sex matches. In organisations with few senior women, junior women are suffering as a result.  

6 – Coach All Your Employees

Too many managers resist criticising female employees for fear of being accused of bias. But all employees need feedback to grow and improve. 

7 – Get Serious About Addressing the Work/Life Balance

Employers should give employees more control over their schedules and not prioritise time in the office over delivering results. 

8 – Minimise the Gender Pay Gap

Organisations need to make sure they are auditing their payroll and are increasing pay for employees who have been short-changed. 

If you need help and advice regarding equal pay and/or gender equality within the workplace, please do not hesitate to contact me or the employment team on 01133 50 40 30 or at hello@scesolicitors.co.uk.

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SCE Solicitors is a boutique employment law and dispute resolution practice based in Leeds which advises clients nationwide.  Please note that the information in this blog is to provide information of general interest in a summary manner and should not be construed as individual legal advice. Readers should consult with SCE Solicitors or other professional counsel before acting on the information contained here.