[sg_popup id=”34052″ event=”inherit”][/sg_popup] The 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’t be further from the truth.
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.  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.
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.
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, diversity proves to drive innovation and financial results. So, whatever your politics are – gender equality should be on your agenda.
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:

5 Ways to Encourage a More Gender Equal Workplace:

1. Leave egos at the door

There is no ‘i’ in “team.” 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.
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’s successes.

2. Understand unconscious bias and take action

Unconscious biases are the underlying attitudes and stereotypes that people unconsciously 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.
If you’re hiring based on ‘gut feeling,’ you’re 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.
One way of doing this is by taking a free and confidential, Harvard University-developed Implicit Association Test (IAT). Biases can become embedded into company processes, so it’s worth doing some more research around de-biassing.

3.  Invest in diversity and inclusion training

A diversity and inclusion specialist will sensitively address any outdated mindsets and expectations, and help your team  collectively champion gender diversity. This will help your workplace foster an inclusive and respectful culture.
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  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.

4. Put a gender equality policy in place

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’s vital that companies use this moment to design and put in place policies and practices that support women in the long term.
A gender equality policy should consider:

  • Equal pay
  • Equal treatment
  • Equal representation
  • Equal access to career-building activities
  • Company benefits that reflect the needs of all employees, as well as their families such as paid maternity and paternity leave

Pay rates should not be determined based on a person’s gender. People should be treated fairly in day-to-day activities, right through to decision-making. There should be equal representation of genders in leadership roles and corporate boards.
Company stakeholders can also use their supply chains and procurement practices to support women-owned businesses. And even hold suppliers accountable to diversity and inclusion targets.
A study from McKinsey & Company, which analysed more than 1,000 companies worldwide, proved that organisations with greater diversity among their executive teams tend to have higher profits and longer-term value as well. Embrace people’s differences and watch your profits grow!

5. Use software that supports remote and flexible working

Remote working has become the norm, but many companies are still not set up for it in the best possible way.  Flexibility in the workplace can be an issue for women that have caregiving responsibilities. And whilst flexibility in the workplace should be a given – in many workplaces it still remains a luxury. Flexible working, whilst also encouraging more equal distribution of parental responsibilities, can help pave the way for a more gender equal workplace.
Software can support this. Okappy’s Portal+ allows companies a better overview of their work with its jobs dashboard. The desktop and mobile app mean it’s easier than ever to stay on top of jobs, whilst out and about or running errands. The workforce management is not tied to one person. So, if someone has to do the school run someone else can pick up from where that person left off.  In the words of Jackie Robson, Director at Maclin Pumps Ltd “It just improves our quality of life!”
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It’s clear that women are bearing a disproportionate burden during the Covid-19 pandemic. There is a huge amount to do, but now is the time for companies and leaders to seize the moment by taking steps to provide support.  Increasing equality in the workplace has many benefits including a workforce that is less stressed and more productive, and a closer fit to your customers. This is a collective task , and we need everyone onboard to work together to progress on gender equality.