Addressing Gender Discrimination: How EDI Surveys Can Drive Workplace Equity
A recent report from The Young Women’s Trust has shown that 15% of HR decision makers surveyed believe that men are better suited to top-level jobs compared to women. It is clear that gender discrimination is still a prevalent issue within the workplace, and it is undoubtedly having an impact on individuals’ morale, productivity and engagement.
Despite moves towards gender equity within the UK workforce in recent years, the report found that a third of HR decision makers were aware of instances of young women being discriminated against – with this rising to 47% in the public sector. Half of the four thousand women surveyed by The Young Women’s Trust said that they had experienced discrimination in the workplace, rising from 42% last year. It is not only worrying that half had faced discrimination but that this trend is also on the rise.
Forms of Gender Discrimination and Their Impact
Gender discrimination can take many forms, not just direct harassment but also in pay, hiring and promotions to name but a few. With relation to the gender pay gap women often earn less than their male counterparts for performing the same job. Pay has also been found as the biggest worry for young women relating to employment last year.
This worry is obviously substantiated as it has been calculated that there is a difference of 2.25% in the hourly rate between men and women in the UK. Although, this may seem small it can mean a difference of £4,194 a year.
Gender pay inequity not only hinders personal development but also organisational success. Those who face pay disparity are more likely to be dis-engaged at work, change jobs or even leave the labour market entirely. As a result, organisations lose out on vital contributions within the field.
Fostering pay equity can result in improved engagement and better employee retention. Time and money can be better spent internally rather than on the constant re-investment in re-hiring and training.
The Career Advancement Challenge for Women
It is not only in pay that gender discrimination can be found. Women often find it more challenging to secure promotions or leadership roles due to stereotypes and prejudices. Gender discriminations regarding hiring, promotions and career advancement is an issue that many women face within the UK workforce. 28% of HR decision makers agree that it is harder for women to progress in their organisation. The concern that there are not enough opportunities for career development was also the second highest worry shared amongst those surveyed by The Young Women’s Trust.
Gender discrimination in the form of career advancement creates an environment where individuals are less likely to be satisfied with their jobs. The report conducted by the Young Women’s Trust suggests that there is a broken rung on the ladder as young women are more likely to be stuck in low paid jobs and don’t progress as quickly as their male counterparts.
How can we drive progress towards gender equity in the workplace?
By recognising and addressing the various forms of discrimination, organisations can create a more inclusive and supportive work environment. It is imperative for employers to take proactive steps to eliminate gender biases and foster a culture of equity and respect.
Government policy clearly needs to have a greater impact, but it is vital that organisations do not just wait for this to happen, they need to be pro-active in their approach. Progression towards gender equity needs to encompass an all-rounded approach, including but not limited to company policy, education and a shift in workplace culture.
The Role of EDI Surveys in Tackling Gender Discrimination
Equity, Diversity and Inclusion (EDI) surveys are a fantastic resource to employ in relation to this issue. These surveys can give employers a true demographic picture of their organisation, giving valuable insights into the experiences and perceptions of employees at the demographic level.
One of the primary benefits of an EDI survey is that it can uncover and identify issues that might otherwise go unnoticed as employees may feel more comfortable reporting experiences and issues in an anonymous survey. Anonymous surveys can help respondents give honest, comprehensive feedback especially when compared to face-to-face or in-house surveys.
Targeting and Measuring Progress with EDI Surveys
EDI surveys can also result in the specific targeting of issues. Through the analysis of the data gained from EDI surveys, management can specifically target problem areas within their organisation. Meaningful change can be initiated in areas where discrimination is most prevalent, whether that is in hiring practices, pay or workplace culture.
A strong message can be sent through the use of EDI surveys. It demonstrates that organisations are listening to employees’ concerns and that voices are heard and valued. When employees know that their ideas or concerns are being listened to it can promote a sense of belonging and consequentially increase engagement.
EDI surveys can be a good measure of progress. By comparing surveys throughout the year, the effectiveness of objectives, initiatives or policies can be assessed. This can produce a picture of whether meaningful change is occurring, and it can allow the target of areas where progression may be slow. EDI surveys throughout the year can be a crucial measurement to ensure that efforts to produce gender equity within the workplace are not only targeting the right areas but are also having the desired impact.
Creating a Culture of Inclusion
The report from The Young Women’s Trust clearly demonstrates that gender discrimination is still an issue that is affecting women within the UK. By understanding and addressing issues that women face in organisations a culture of inclusion can be formed and promoted. EDI surveys are one of the tools that organisations can use to not only demonstrate a commitment to an inclusive environment but a commitment to actions that can drive long lasting change.
References
https://www.youngwomenstrust.org/our-research/the-income-gap/