Not all businesses know how to implement and promote gender equality so that everyone, regardless of gender identity, can come to work knowing they’re on equal ground.
But we can help.
We’ve put together some best practices to promote equality at work.
How to establish a gender-inclusive workplace.
Be aware of bias.
One of the key steps to promote gender equality and avoid gender bias is to acknowledge that gender bias exists.
But don’t let it end there. Take actions to help limit the inherent bias we all possess.
Find instances of implicit bias in your workplace by gathering information via anonymous surveys and analyze your data. Create an open door policy so that employees know they can reach out to management to voice any concerns surrounding gender bias.
Document retention and turnover trends and review for any potential bias.
Making a consistent effort to maintain awareness will help employers continue to strive for an equal, employee-centric work environment.
Establish clear criteria for compensating and promoting employees.
In order to ensure gender equality and inclusivity in the workplace, procedures must be consistent and equitable.
Develop clear policies for performance evaluations, wage increases, and promotions.
Specify the compensation in line with experience in job postings. Most states in the U.S. do not have state-wide pay transparency laws in effect, putting applicants in the position to advocate for their salary. And because pay negotiation favors some more than others, employers and job seekers can become vulnerable to gender bias and unequal pay.
Employees should be aware of the standards they’re required to meet to achieve their goals.
Ensure diversity, equity and inclusion is rooted in your business.
Find opportunities to make equality and inclusivity a part of your business’s DNA.
Implement sharing pronouns as part of the onboarding process for new employees, for example. Provide an option for employees to include pronouns in email signatures.
Opt for using the terms “parental leave” instead of “maternity leave.” Use “parent” instead of “mother” or “father.” If specifying which parent is giving birth is necessary, “birthing parent” provides clarity.
These practices, while seemingly small, can go a long way in making everyone feel welcome. When equality is built into the company culture, it’s a win-win situation.
Reconsider job requirements.
Consider opening up job requirements to candidates that may not meet the company’s existing hiring criteria.
Revisit employment gaps. There are a lot of circumstances that could prevent someone from working, such as childcare needs or medical needs.
Consider making formal education or certificate requirements an option, or eliminate this requirement altogether. Not everyone has access to the same resources, which can be attributed to gender inequality.
Casting a wider net allows people more career opportunities regardless of gender.
Build a culture of people supporting each other.
When employees feel seen and valued for who they are and what they bring to the table, they are more committed to their work and the business.
Find opportunities to solicit ideas and feedback from your workforce. Ensure all employees have learning and development opportunities and equal opportunities for leadership.
Measure and celebrate employees for their contributions.
By valuing employees for their work and ideas, you’re looking at the person—not their gender—and highlighting the importance of diverse perspectives and experiences.
Creating a gender-inclusive and non-discriminatory workplace is not something that can be done overnight. It requires consistent, ongoing effort. But thoughtful, intentional leadership can help move the needle in creating a space where everyone feels like they can be successful.
How TERRA Can Help
At TERRA Staffing Group, our recruiters can help you meet company goals and establish a workplace environment that promotes inclusivity. To learn more, contact one of our branches today.
(Editor’s Note: This post was originally published in April 2018 and has been updated for freshness, accuracy and comprehensiveness.)