Is there gender disparity hapening in your business? Do you really think that a higher position would be suitable with female? Are you creating the same opportunities for every colleagues to aim for a promotion? Today Faro will discuss compensation, cultural office and professional development practices that affect women in the workforce to take action toward gender equality. Let’s take a look.
1. Equal compensation
Equal pay has been a stubborn issue for many industries. The sad news is that women are still earning less than men while they have to work additional days in accordance with command from inferiors. Thus, the wage gap remains a reality around the world. It’s imperative to think that pay equity is not just a moral necessity but also a legal requirement. It can be denied that both men and women bring the same value to the business. When reviewing your compensation practices, make sure pay equally within your organization, and support a policy of transparency between men and women who perform similar functions. Of course, there are cases that show the difference in payroll within the same functions as they should be based on legally permitted reasons, such as seniority, cost of living, relevant skills, training, experience, or personal situation. And if there is no case above happening, the disparities need to be addressed.
Equalizing your business compensation packages will not only keep you out of the courtroom but will also help you create a workplace where everyone is recognized and treated as fair and as truly valuing their contributions. As a result, people will take pride in their work, love what they are doing and stick around longer.
2. Work – life balance
Employees of every age and every gender would appreciate having a little more time to spend with their family members besides office work. We agree that almost everyone uses a large portion of their lives in the workplace but what they desire the most is time to take care of their child, spouses, and their parents. So how can you do to make it easier for your employees to spend more valuable time on their non-work-related responsibilities?
Offer a flexible work schedule is a great idea: Flexible scheduling doesn’t mean allowing your employees to work fewer hours or delay their KPI but give them opportunity to shift their hours and their work location, balance their work and personal lives. In many workplaces, flexible schedule policy has been implemented such as starting and ending times, the number of days in months that employee can work from home… Moreover, this way can also help your pregnant employees during her pregnancy.
3. Real opportunity:
Like men, women also have huge professional ambitions. However, it is the fact that women don’t always have the same opportunities with men. It is probably time to bolster the number of qualified women in your organization’s top levels. We recommend you implement an employee development program, which improves women’s leadership development and enhancement of technical skills.
If you’re looking for a way to celebrate the staff women on International Women’s Day, assess how you can establish gender parity instead of giving flowers, gifts or cards. At Faro, we have worked tirelessly to help companies build a better workforce.