WHY ARE WE ALL TALKING ABOUT GENDER IN THE WORKPLACE? · WHY ARE WE ALL TALKING ABOUT GENDER IN THE...
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WHY ARE WE ALL TALKING ABOUT GENDER IN THE WORKPLACE? When an estimated four million women around the world took part in the Women’s March in January 2017 it was clear that a movement was afoot. Both the #MeToo and #TimesUp campaigns have called out sexual discrimination across the board starting with the heady heights of Hollywood and the power houses of government, down to businesses and organizations. Legislatively, gender pay gap reporting came into force in the UK in April 2018 requiring organizations to publish their gender pay gap. However, there is still a long way to go… GENDER BIAS IS A GLOBAL PROBLEM The global gender gap will take 100 years to close at the current rate of change. 1 The OECD has seen a small improvement overall in its performance on female economic empowerment , but the gender gap still remains a problem. 2 100 YEARS WOMEN IN WORK INDEX 3 Country Iceland Rank 1 Sweden 2 Norway 3 New Zealand 4 Slovenia Denmark Luxembourg Finland Poland Canada 5 6 7 8 9 10 Hungary 12 Belgium 13 Israel 14 United Kingdom 15 Australia 16 Germany 17 Portugal 18 Estonia 19 France 20 United States 21 Switzerland 11 Netherlands 22 Country Rank The index shows female economic empowerment including female participation in the labour market and equality in the workplace across 22 OECD countries . Iceland remains the top performer due to an increase in female employment and labor force participation. 4 M $900 / $140 BN WOMEN ARE LOSING OUT BECAUSE OF THE GENDER PAY GAP Equal pay means that men and women in the same employment performing the same jobs receive equal pay. The gender pay gap is the percentage difference between average hourly earnings for men and women. In the US women are losing out on $900 billion a year due to the gender pay gap. 4 In the UK, it is nearly £140 billion. 5 In the UK, 10 November 2017 marked the day women stopped earning relative to men until the end of the year thanks to the gender pay gap. 6 10 NOV 2017 GENDER BIAS IS A PROBLEM ACROSS GLOBAL INDUSTRIES Percentage of women occupying business roles (across all industries): 8 Junior level staff Mid level staff Senior level staff CEOs 35% 25% 15% 10% Globally, women make up 22% of ministerial and parliamentary roles 9 Female representation on financial services boards is 20%. 12 In the US, only 25% of employees in the technology sector are women. 10 In the UK, it is 17%. 11 The UK fell from 14th position to 15th position as improvements in the job market conditions for women have been outperformed by other OECD countries. The United States remains in 21st position. However, since 2000, it has fallen from 9th to 21st as a result of falling female labor force participation and rising female unemployment. In the US, to make the same amount that men make in a calendar year, women have to continue working until 10 April the following year. 7 10 APR 2018 CAREER PROGRESSION FOR WOMEN IS SLOWER Women globally take up only 15% of all board seats. 15 Australian companies lead the way when it comes to women’s share of executive roles ( 21%), versus the US ( 19%) and the UK ( 15%). 16 In the UK, men are more than twice as likely to be promoted than women, after starting a family. 17 In the US, 71% of men and 29% of women reach vice-president level. 13 In the UK, male managers are 40% more likely than female managers to be promoted into higher roles. 14 STEREOTYPES ARE HOLDING WOMEN BACK of people globally are gender-biased and tend to think of men as better suited for careers and women as better suited as homemakers. 21 IT CAN BE DIFFICULT FOR WOMEN RETURNING TO WORK In the US, nearly 31,000 pregnancy discrimination charges were filed with the US Equal Employment Opportunity Commission between 2010 and 2015. 22 In the UK, 39% of women returning from maternity leave admit they weren’t sure their job would be waiting for them when they went back. 23 In the US, women’s wages decreased by 4% for each child they had. 26 In the UK, three in five professional women (or around 249,000) returning to the workforce are likely to move into lower-skilled or lower-paid roles, experiencing an immediate earnings reduction of up to a third. 27 In the US, 30.6% cases were filed by women alleging they were discharged for becoming pregnant between 2011 and 2015. 24 In the UK, 30% of women claim they were sidelined as soon as they announced their pregnancy, while 14% felt under pressure to quit. 25 WOMEN ARE GOOD FOR THE ECONOMY Closing the gender pay gap could increase total female earnings by $120 billion in the UK and $800 billion in the US. 28 Companies in the top quartile for gender diversity are 15% more likely to outperform their competitors financially. 29 $12 trillion dollars could be added to annual global GDP by 2025 if the gender gap is narrowed. 30 240 million workers would be added to the world’s labor force in 2025 by closing the gender gap in the economy. 32 Increasing female employment rates in OECD countries to match Sweden’s could result in a $6 trillion boost to OECD GDP. 31 240 M GENDER BIAS IS NOT JUST ABOUT WOMEN In the US, over 80% of American private companies do not offer dads any paternity leave at all. 33 In the UK, less than 1% of eligible workers are taking advantage of the shared parental leave. 34 In the UK, 69% of fathers said they would consider their childcare arrangements before they took a new job or promotion. 35 of men but also the majority ( 55%) of women globally believe that a man is the best choice to lead a high stakes project. 18 77% 76% of women in the UK feel that unconscious bias is the greatest barrier facing women in the workplace. 19 In the US, 42% say they have faced discrimination on the job because of their gender. 20 57% 4% ELIMINATING GENDER BIAS IS IMPORTANT TO ATTRACT AND KEEP TOP TALENT In the US, 67% of workers would choose more flexibility and shorter hours, but less pay. 36 In the UK, 60% of workers said that having a flexible and family friendly employer would make them feel happier at work. 38 In the UK, 60% of workers said that having a flexible and family friendly employer would make them feel happier at work. 38 In the UK, 89% of employees would feel more positively towards their employer if they published their gender pay gap data along with an action plan. 37 Be transparent - report gender statistics and action plan with clear targets and milestones Train women into senior roles Provide mentoring for women Implement severe penalties for sexual discrimination and harassment Standardize pay Offer flexible working Implement gender neutral recruitment processes Encourage staff to report sexual discrimination and harassment Educate employees about their own unconscious bias De-stigmatize joint parental leave HOW TO CLOSE THE GENDER PAY GAP Sources: www.sagepeople.com/gender-infographic-sources
Transcript of WHY ARE WE ALL TALKING ABOUT GENDER IN THE WORKPLACE? · WHY ARE WE ALL TALKING ABOUT GENDER IN THE...
WHY ARE WE ALL TALKING ABOUTGENDER IN THE WORKPLACE?
When an estimated four million women around the worldtook part in the Women’s March in January 2017 it wasclear that a movement was afoot.
Both the #MeToo and #TimesUp campaigns have called outsexual discrimination across the board starting with the headyheights of Hollywood and the power houses of government,down to businesses and organizations.
Legislatively, gender pay gap reporting came into force in the UKin April 2018 requiring organizations to publish their gender pay gap.
However, there is still a long way to go…
GENDER BIAS IS A GLOBAL PROBLEM
The global gender gap will take100 years to close at the current
rate of change.1
The OECD has seen a smallimprovement overall in its performanceon female economic empowerment, butthe gender gap still remains a problem.2
100YEARS
WOMEN IN WORK INDEX3
Country
Iceland
Rank
1
Sweden 2
Norway 3
New Zealand 4
Slovenia
Denmark
Luxembourg
Finland
Poland
Canada
5
6
7
8
9
10
Hungary 12
Belgium 13
Israel 14
United Kingdom 15
Australia 16
Germany 17
Portugal 18
Estonia 19
France 20
United States 21
Switzerland 11 Netherlands 22
Country Rank
The index shows female economic empowerment including female participation in the labour market and equality in the workplace across 22 OECD countries.
Iceland remains the top performer due to an increase in femaleemployment and labor force participation.
4M
$900/ $140
BN
WOMEN ARE LOSING OUT BECAUSEOF THE GENDER PAY GAP
Equal pay means that men and women in the sameemployment performing the same jobs receive equal pay.
The gender pay gap is the percentagedifference between average hourlyearnings for men and women.
In the US women are losing out on $900billion a year due to the gender pay gap.4
In the UK, it is nearly £140 billion.5
In the UK, 10 November 2017 marked the day women
stopped earning relative to men until the end of the year
thanks to the gender pay gap.6
10 NOV2017
GENDER BIAS IS A PROBLEM ACROSSGLOBAL INDUSTRIES
Percentage of women occupying business roles (across all industries):8
Junior level staff
Mid level staff
Senior level staff
CEOs
35%
25%
15%
10%
Globally, women makeup 22% of ministerial and
parliamentary roles9
Female representationon financial services
boards is 20%.12
In the US, only 25%of employees in the technology sectorare women.10 In the
UK, it is 17%.11
The UK fell from 14th position to 15th position as improvements inthe job market conditions for women have been outperformed byother OECD countries.
The United States remains in 21st position. However, since 2000, it has fallen from 9th to 21st as a result of falling female labor force participation and rising female unemployment.
In the US, to make the same amount that men make in acalendar year, women have
to continue working until10 April the following year.7
10 APR2018
CAREER PROGRESSION FORWOMEN IS SLOWER
Women globally take up only 15% of all board seats.15
Australian companies lead the way when it comes to women’s share of executive roles (21%), versus the US (19%) and the UK (15%).16
In the UK, men are morethan twice as likely to bepromoted than women, after starting a family.17
In the US, 71% of men and 29% of women reach vice-president level.13
In the UK, male managersare 40% more likely thanfemale managers to bepromoted into higher roles.14
STEREOTYPES ARE HOLDINGWOMEN BACK
of people globally aregender-biased and tend to think of men as better suited for careers and women as better suitedas homemakers.21
IT CAN BE DIFFICULT FOR WOMENRETURNING TO WORK
In the US, nearly 31,000pregnancy discrimination
charges were filed with the US Equal Employment
Opportunity Commission between 2010 and 2015.22
In the UK, 39% of womenreturning from maternity leave admit they weren’t sure their job would be waiting for them when
they went back.23
In the US, women’s wagesdecreased by 4% for each
child they had.26
In the UK, three in fiveprofessional women (or
around 249,000) returning to the workforce are likely to move into lower-skilled
or lower-paid roles,experiencing an immediate
earnings reduction ofup to a third.27
In the US, 30.6% caseswere filed by women
alleging they weredischarged for becoming
pregnant between2011 and 2015.24
In the UK, 30% of women claim they were sidelined
as soon as they announced their pregnancy, while
14% felt under pressureto quit.25
WOMEN ARE GOOD FOR THE ECONOMY
Closing the gender pay gap could increasetotal female earnings by $120 billion in theUK and $800 billion in the US.28
Companies in the top quartile for genderdiversity are 15% more likely to outperform their competitors financially.29
$12 trillion dollars could be added to annual global GDP
by 2025 if the gender gapis narrowed.30
240 million workers would be added to the world’s
labor force in 2025 byclosing the gender gap
in the economy.32
Increasing femaleemployment rates in OECD
countries to match Sweden’s could result in a $6 trillion
boost to OECD GDP.31
240M
GENDER BIAS IS NOTJUST ABOUT WOMEN
In the US, over 80% of Americanprivate companies do not offer dads
any paternity leave at all.33
In the UK, less than 1% of eligibleworkers are taking advantage of
the shared parental leave.34
In the UK, 69% of fathers said theywould consider their childcare
arrangements before they took anew job or promotion.35
of men but also themajority (55%) ofwomen globally believe that a man is the best choice to lead a high stakes project.18
77%
76%
of women in the UK feel thatunconscious bias is the greatestbarrier facing women in theworkplace.19 In the US, 42% saythey have faced discrimination on the job because of their gender.20
57%
4%
ELIMINATING GENDER BIAS IS IMPORTANTTO ATTRACT AND KEEP TOP TALENT
In the US, 67% ofworkers would choose
more flexibility and shorter hours, but less pay.36
In the UK, 60% ofworkers said that
having a flexible andfamily friendly employer
would make them feelhappier at work.38
In the UK, 60% ofworkers said that
having a flexible andfamily friendly employer
would make them feelhappier at work.38
In the UK, 89% ofemployees would feel
more positively towardstheir employer if they
published their genderpay gap data along
with an action plan.37
Be transparent - report gender statistics and action plan with clear targets and milestones
Train women intosenior roles
Provide mentoringfor women
Implement severepenalties for sexualdiscrimination andharassment
Standardize pay Offer flexible working
Implement genderneutral recruitmentprocesses
Encourage staff to report sexual discriminationand harassment
Educate employees about their ownunconscious bias
De-stigmatize jointparental leave
HOW TO CLOSE THEGENDER PAY GAP
Sources: www.sagepeople.com/gender-infographic-sources
