Conversations about gender equality and women’s rights dominated online and mainstream media in 2017. Merriam-Webster online dictionary ranked “Feminism” as their word of the year, with a 70% increase in searches from 2016. Facebook noted that International Women’s Day 2017 was the most talked-about world event, doubling from 2016 to 2017, with “more than 165 million people generating more than 430 million interactions around the world”.
As the voice for women’s rights grows, it’s important that we consider our responsibility to drive real change that will offer women opportunities to succeed. Economic growth is vital to this.
The business landscape is changing constantly, growing and adapting thanks to the ubiquity and evolution of digital technology, but we’re far from a level playing field for gender in business.
The World Economic Forum predicts that the gender gap won’t close entirely until 2186
According to the World Economic Forum’s Global Gender Gap Index 2017, the average progress on closing the global gender gap stands at 68%. There is still an average gap of 32% that remains to be closed worldwide (which is an increase on 2016).
The gaps between women and men on ‘economic participation’ and ‘political empowerment’ remain wide. Only 58% of the economic gap has been closed globally, highlighting the second consecutive year of reversed progress and the lowest value measured by the index since 2008.
We still have work to do
Although the UK ranks positively in terms of parity between women and men’s education and health and survival rates, we’re still falling behind in economic participation and opportunity, and drastically behind in political empowerment. Across the UK, the estimated earned income is $30,452 for women compared to $55,104 for men.
Globally, the gender pay gap is widening. Women still earn considerably less than men on average and they’re less likely to hold positions of power in business. According to the Index 2017, only 22% of individuals holding senior managerial positions are women.
As Iceland celebrates its 9th consecutive year in top place of the World Economic Forum’s Global Gender Gap Index, we can all take motivation in the fact that it’s possible to work towards “complete equality of status, influence and power of women and men”.
To celebrate International Women’s Day (8th March 2018), we’re highlighting some of the ways that small and medium sized businesses can support women’s professional growth and encourage leadership.
Give equal space to be assertive and confident
Consider opportunities for female employees to manage projects, deliver strategies and find solutions. There is a great opportunity here for females in senior roles to offer training and building blocks for other female staff to feel comfortable, confident and capable in similar situations.
Be a mentor, not a competitor
Do you offer opportunities for women and men to behave as mentors to each other, rather than as competitors? It’s conducive to the future success of a business to encourage staff to offer skills-based mentoring or simply share their skills. This can help break down barriers between male and female staff, as well as address potential competition or rivalry between female colleagues. Embrace a collaborative approach to each other’s skills, knowledge and expertise and everyone benefits.
Speak up and share
Providing collaborative environments is a great way to share advice and solutions. However, it’s vital that women feel empowered to speak up about their ideas. As a manager, it’s important to facilitate these spaces. As a female employee, taking these opportunities is important to build your own voice and reputation within the company. Consider starting with an online space for team ideas sharing and discussion then progress to face-to-face meetings or presentations.
Educational opportunities
Offer opportunities for female employees to upskills themselves, whether that’s in leadership qualities or specific role-based learning. There’s plenty of free online learning courses and resources available. Our Online Learning Courses explore online technology topics and allow staff time to invest in their own learning and skills (and the business’ skillset!) without leaving the office or spending a thing. If you haven’t got the time to invest in a full course, you could consider dedicating time to online reading. Try specific LinkedIn groups, subscribing to industry newsletters or regularly following specialist blogs.
Modern working practices
Flexible working policies and modern working practices open your business up to employing the best quality staff by understanding the external pressures (such as childcare, further education and travel) that may alter the way in which someone delivers their best work.
Invest in their success
Alongside free growth opportunities, you may decide to invest in the development of female employees. As an individual’s role grows and their skills develop, their needs may change to be able to deliver their work effectively. You may want to invest in specific tools, platforms or software to help them excel and expand their outputs. This clever investment will be a great resource for the business, as well as employees.
Make the most of online communities
Find groups of like-minded business women and professional who can share their experiences, advice, guidance, skills and connections across all manner of professional roles. You may want to look for specific role- or sector-focused communities, or general professional business support for women. Charities like Chwarae Teg offer fantastic support for the economic development of women as well as working with businesses and organisations to develop and improve working practices.
Celebrate success
Adopting an internal work platform where you share updates and news can be a great way to give praise and encourage female staff to celebrate their successes. People work harder when they feel recognised for their efforts. Consider using an intranet, team e-newsletter or online platform to share positive news and foster greater pride in female employees’ work.
Communicate
Take time to speak with female employees and hear their ideas, suggestions and frustrations. This blog offers a good starting point but speaking to female colleagues can provide the best insight into areas where the business could better support female team members.
Recognising gender imbalances in the workplace doesn’t disregard the role of male employees. By taking the time to understand, learn and adopt some of these steps you can begin to develop a more collaborative, collective workspace that encourages all staff to share and support each other to achieve.
Find out more about how you can be #BeBoldForChange and support International Women’s Day’s 2018 campaign here.