Equalizing the gendered workforce

The Great Place to Work® list of the Best Workplaces™ for Women comes out March 6th, and it showcases the degree to which organizations are making their cultures more flexible and inclusive for women. This movement is not limited to the private sector. There have been a number of initiatives that have been launched in recent years to move the needle on the inclusion of women in the workforce and in society:

• HeForShe – brought to initial global attention by Emma Watson’s famous UN speech on September 20th 2014, the initiative is dedicated to gender equality and the empowerment of women
• UN Women – a governing body focused on priority areas that are fundamental to women’s equality, and that unlock progress across the board

However, with all the progress that the market has made in the advancement of gender equality in the workforce, there are still challenges the market is working through to equalize the rights of women. According to an Ipsos poll, only 43% of millennial women were confident they’d earn equal pay, while older gen-Xers and boomers were even less sure. Confidence dropped to 34% among women between the ages of 50 to 64. American women were among the least optimistic when it came to earning equal pay. Only 28% of respondents believe they earn the same salary as men doing the same job.

From telecommuting to executive mentorship, there are many areas of opportunity for companies continuing to enhance their complete workplace culture.

Here are some challenges I have seen organizations experience as they try to enhance the work culture for their female team members:

• Equal pay
• Career opportunities
• Having children while building a career
• Life balance

Looking through GPTW Canada’s Best People Practices Hub, which hosts a database of thousands of practices that organizations can leverage, there are many organizations that have effective initiatives in place to enhance the employee experience for women.

• Soft skill development: TD provides a presentation skills training program for women called 'Taking the Stage'. The program shows participants how to become comfortable in the spotlight, unlock the power of their voice, create strong scripts and achieve a dynamic presence. These skills enable participants to speak with strength on any stage, from board rooms to meeting rooms, from town halls to phone calls.
• Incentives: Starbucks Coffee Company is an equal opportunity employer and places workplace diversity among our highest priorities. Further, as an employer in Canada, Starbucks acts to ensure equal employment opportunities for women and minorities. Starbucks senior leaders have workforce bonus goals that focus on composition and retention.
• Male champions of inclusion: Taking its cue from the UN initiative of the same name, an SVP at Scotiabank has championed the He for She campaign that focuses on men being champions for women in the workplace and tearing down biases day-to-day.

What initiatives have you seen that enhances the employee engagement experience for women? I would love to hear in the comments below.