5 Best Practices for Women-Friendly Workplaces
Women have made great strides in the workplace. Nonetheless, despite the progress, women continue to face setbacks and challenges at work as a result of gender bias, such as the glass barrier in leadership, pregnancy and maternity discrimination, and sexual harassment.
HR leaders all across the world are stressing the significance of gender diversity and inclusion. Companies are working harder than ever to eliminate gender disparity and balance the scales of opportunity for all genders. A truly gender-sensitive organization has an inclusive culture and work environment that allows women to grow and prosper as professionals.
In this post, we'll look at ways organizations can create women-friendly workplaces where women can feel safe, grow, and succeed.
Equal Opportunities
Provide women equal opportunities in all aspects of their career, from recruitment to retention, including performance evaluation and career advancement. Focus on growth and empowerment strategies for the women in your organization, and make it a point to recognize their skills and contributions.
Actively hire women. Steer clear of discriminatory recruitment practices that limit the number of women in the workforce from the onset. Create a gender-neutral applicant screening, seek diversity in the applicant pool, and enlist diverse hiring evaluators. Actively recruiting women for your organization helps improve your men-to-women ratio and builds the foundation for future growth in diversity.
Evaluate the starting pay for new hires, as well as the compensation for employees across all levels. Train your managers to conduct fair, bias-free, and effective employee appraisals focused on performance, accomplishments, growth, and potential.
More Women in Leadership Roles
Even though women have started receiving equal opportunity in the workplace, only a few have risen to top leadership positions. Organizations must end the glass ceiling practice that prevents women and other minorities from being promoted to higher management roles. Instead, companies must strive to have women CEOs and leaders who instill a culture of diversity from the top down.
Coach, mentor, and sponsor women for career advancement and success. Provide organizational support to help women climb the management ladder, and promote women to senior and executive roles.
Regrettably, even to this day, many organizations have biases in leadership across departments. According to research, over 65% of operations managers are men and over 67% of HR managers are women. Don’t add to the statistics. Instead, aim to set the right standard by incorporating diversity in leadership and not assigning leadership roles based on gender.
Free Feminine Hygiene Products
Periods are an uncomfortable and inconvenient time of the month that most women have to face. Getting your period at work, especially if you're without a pad or tampon, is an aggravating experience that affects both your productivity and your wellbeing.
Unexpected bleeding without access to essential sanitary items may cause anxiety, embarrassment, and work disruption. While most women keep sanitary supplies on hand, things may get stressful with an unanticipated period. When this occurs, the employee must take time out of her day to find a solution—whether that means going home, running to the store, or asking colleagues for help.
Offering free sanitary pads in workplace restrooms alleviates the stress of not having a pad or tampon at a crucial time. Providing essential hygiene items also saves time and energy.
Mother-Friendly Environment
As an organization, you must aim to create a mother-friendly workplace where working moms can completely focus on their work without worrying about their family and children at home.
Allow new mothers to work on a flexible schedule that keeps them connected and actively involved in the company while also respecting their new phase in life. Offering options, such as working from home, lets them spend more time with their baby, gives them more flexibility to manage their workload, and frees up some time for self-care.
For mothers required to return to the office, consider offering onsite childcare support or partnering with a local childcare facility to provide a safe space for the children.
Zero Tolerance for Harassment
Few things contribute to an explicitly hostile work environment than the constant threat of harassment. It's known how sexual exploitation has been used to gain control over women, sometimes by denying promotions or issuing negative performance reviews if refused.
Sexual harassment is not always so blatant. Any statements, remarks, or jokes intended to make women feel uncomfortable should never be tolerated in the workplace. Sexual harassment can create a harmful and degrading atmosphere where women become hesitant to express themselves or achieve performance goals, and in several cases, are driven to seek new employment, sacrificing tenure in the process.
Harassment may be addressed and eliminated by establishing a zero-tolerance policy. While implementing the process may not be simple, it is critical for women employees to feel confident and secure, knowing that management has their back and is taking actions to provide an environment where women feel safe and will not be discouraged to report any form of harassment.
Conclusion
Success looks different for various organizations, but two things are certain: companies must address the greater challenges that women face, and they must offer better opportunities for women to thrive at work. Overall, it is essential to make the workplace more female-friendly by providing equal pay and opportunities, enabling access to senior management, and creating an inclusive and respectful atmosphere that benefits all genders.