Improving gender equality in the workplace would be good for companies. If you want your employer to promote gender equality at work, here are 5 reasons to do so.
Today in France, professional equality between men and women is still far from being achieved. According to a large study carried out by INSEE in 2010, women represent only slightly more than 35% of managers in France. Worse, they are still being paid 18% less for one hour of work in the same job. While there should be no need for arguments for greater diversity and equality in the workplace, it is sometimes difficult to progress in this area. Here are five unstoppable arguments to convince your employer or HRD to seek more gender equality at work.
1 – Improving organizational performance and well-being at work
A study by Credit Suisse shows a correlation between a work environment where parity is respected and better organizational performance. Gender equality in the workplace (and diversity in general) would provide a more global and holistic view of the issues facing the company, and thus more effective solutions would be found to address these issues. Another study suggests that firms with more than 10% of women as managers have incomes 41% higher on average than those with only 5%.
The quality of work life is also known to be better when more women are part of the management of a company. According to a study conducted in the United States on the management of companies, on average, employees are more enthusiastic and committed to work when a woman is their direct manager, and this observation applies to employees that are men and women. Overall, women would be better managers. They tend to encourage their colleagues to work and to see them progress. Employees managed by women declare 1.26 times more than those managed by men that their development is encouraged in the company. This would help create an emulating and motivating environment.
2 – Better understanding and targeting consumers
Even today, companies tend to be very masculine at all levels: managers, marketing managers, designers… And yet, it is women who purchase and use household items. In developed countries, between 70% and 85% of daily purchases are made by women, 68% of car purchases, 93% of agri-food purchases, and 92% of holidays and recreations are decided by women.
However, 91% of women consider that business marketing and the way products are designed are not adapted to their needs.
To better target the needs of these consumers, it is necessary to get out of an overly masculine scheme of the company. Including women means potentially better understanding the needs of consumers, having a more global vision, creating new market shares.
3 – Attracting and retaining talent
47% of managers believe that improving gender equality is also a way to attract top female talent. Nearly 60% of masters graduates are women. They are the majority in almost all curricula: they represent 65% of law or political science graduates, 62% of medical graduates, 60% of economics, management, or natural sciences graduates. Improving gender equality is therefore also to ensure recruitment of these young talents.
In addition, Generation Y is particularly sensitive to these issues, and young employees increasingly attach importance to this criterion in their job search. But that is not all: a study by David Kaplan for Human Resource Management shows that a fairer work environment where diversity is respected encourages employees to keep their jobs. More equality between men and women means less turnover in the company.
4 – Improving corporate image and reputationAméliorer son image et sa réputation corporate
More equality between men and women in the company is also a matter of image. Gender equality is increasingly being identified as a factor in the corporate reputation of brands. Moreover, it is known that the youngest consumers are increasingly attaching importance to diversity issues. A brand that has a proactive workplace diversity policy will tend to have a better image and attract these market shares.
Knowing that, today, the reputation and ethics of a brand are more important than the price of products in consumer purchasing criteria is an important argument.
5 – Decreasing regulatory risks
Improving gender equality in the workplace is also a regulatory issue: last year, nearly 1,500 French companies were called to order for failing to put in place an diversity improvement plan at work and 47 have been legally or financially sanctioned. A Sagem factory was recently condemned to pay 165,000 euros to an employee who was paid less than her male counterparts.
Given the growing public demand for gender equality, the regulatory environment could still be tightened at this level in the years to come. This is another reason for all companies to take the lead and develop parity both in terms of posts and salaries.
Don’t hesitate! With these 5 arguments, you have enough to convince your boss to further improve gender equality at work.