Yesterday marked International Women's Day, our annual reminder that gender parity should still be top of the agenda for every UK employer. I have always taken an interest in how women are treated at work, and it's no understatement to say that it was with a heavy heart that I read the Trades Union Congress's report in February that it will take 30 more years to reach gender pay parity if we continue at the current rate of progress. In 2006, the Equal Opportunities Commission reported it would take 40 years to close that gap. So, in the past two decades, we have progressed by, oh, minus 10 years.
Marry that to Scottish Widows' findings that the retirement pay gap is growing – women are on track for an annual release of £13k a year compared to men's £19k – and that there are more men called Andrew or John leading FTSE 350 companies than women full stop, then it is obvious something has to change. And fast.
So, what do we do? As someone who has spent the best part of two decades banging this drum, I can tell you that I am pretty fed up with women being told what they must do about the gender pay gap. It's the equivalent of being robbed and someone saying, "Oh god – nightmare! What are you going to do to make sure it doesn't happen again?" Victim blaming at its finest. Gender parity is not a problem for women to uniquely solve. When women are paid and promoted equally, or given equal representation at a boardroom table, businesses are more likely to succeed. This isn't just a gender problem; it's an economy problem, a business problem, a problem that everyone must find a solution to. But in the interest of fast-tracking that change, I'm parking my stubborn stake to share a few ideas for how we can all start to make a dent and move one step closer to achieving our right to equality.
So, how can we help close the gender pay gap?
- Be a champion or a mentor to women and leave the ladder down. If you're in a position of power, make sure you bring other women up behind you. Upskilling, advocacy, training and championing can really influence how many women are able to take up positions of power and influence in the workplace. Consider that marginalised women are likely to see even greater disparity in pay or opportunity.
- Champion flexibility. One of the many reasons cited for gender inequality is the need for women to work flexibly, as we are more likely to take on additional caring responsibilities (often because we are paid less than our partners or because it is still an expectation that a woman will carry this responsibility). When flexible working is normalised, it is easier for women – and men – to progress equally.
- Support parental leave. More men choosing to take parental leave impacts pay, opportunity and reduces unconscious bias for women. Equalising all areas of the workplace has to happen to achieve pay parity, opportunity and representation at all levels.
- Offer pay transparency. If you're hiring or managing a team, discussing salary ranges is proven to create an equal pay culture.
So, this International Women's Week, let's all pledge to do one thing to make sure we never regress again from achieving the rights that we have worked so hard for so long to have.
Read more ideas and information about creating a more equal working world here.
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