Gender Inequality In The Workplace

Statistics of Gender Inequality in the UK Employment Sector

• The gender pay gap reached its peak by 1997, with 27.5% for all employees. From 1997 until 2021, the gender pay gap has dropped by 12.1% for all employees, 9.5% for full-time employees, and 2.1% for part-time employees.
  
  
• Men are more likely to be hired full-time at a rate of 61% compared to 45% for women.
  
  
• 41% of women provide care for elderly individuals, children, grandchildren, or people with disabilities, compared to 25% for men.
  
  
• Only 35% of women are board members of the largest publicly listed organisations.
  
  
• A small percentage of 35% of counsellors in the UK is female.
  
  

The 2021 report reveals that worldwide gender parity declined from 68.6% in 2019 to 68.0% in 2020. This is mainly due to the global impact of the Covid-19 pandemic. Based on the present progress, it is predicted by the WEF that it will take 135.6 years to bridge the gender equality gap globally.

What Employers and Companies Can Do to Bridge the Gap of Gender Inequality

• Encourage women’s access to industries that are male-dominated – Create opportunities for training and implement policies to create better opportunities for women.
  
  
• Target support to feminised occupations and work sectors like tourism, retail, and hospitality.
  
  
• Eliminate the gender remuneration gap – employers can create gender equality in various industries by being more transparent about salaries to ensure women are not getting less than men in similar roles.
  
  
• Utilise skills-based evaluations – employers in the United Kingdom are encouraged to perform assessments based on skills and to conduct structured interviews when recruiting new members to the team. This can help to reduce the risk of prejudicial bias.
  
  
• Create opportunities for women to mentor men – mentoring in the office can prove to be invaluable in assisting employee progression and career growth.
  
  
• Prioritise a work-life balance – this can benefit both women and men. Gender equality in the workplace broadens substantially after women have kids. The issue can be addressed through shared parental policies, supporting working parents in sharing childcare responsibilities more equally.
  
  

Final Thoughts

Workforce equality and diversity have many benefits – it generates vibrant cultures, greater creativity and innovation in the workplace, enhanced responsiveness to customer and employee needs, and assists companies in the ever-competitive business marketplace.

Many companies are aligned with these goals and are trying to meet targets as far as gender equality goes. These organisations have specific gender targets to meet governmental regulations, but there are still many businesses that can do more to establish gender equality and create a better work environment for men and women.

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