In 1964 working women were earning only 59% what men were – and now that number has increased to 79% [Department Of Labor].
Another fascinating statistic is that mothers make up the sole or primary breadwinner for 40% of households today compared to 11% in the 1960’s DOL].
Times have certainly changed! Women have worked very hard for equality in the workforce, and over the past 30 years – they have made noticeable strides. Here are three ways to help bridge the gap between men and women in the workplace:
1.Money Talks.It took forty years to decrease the gender wage gap by 20. Paying women fairly is the first step to bridging the gap for women in the workplace.According to the Institute for Women’s Policy Research, over fifteen years span, women are missing out on over $499,000 due to inequality.Paying women equally not only attracts and retains top talent, but it invests in a culture of diversity, equality, trust, and creativity.In California, it is now illegal to seek any kind of salary history information from candidates throughout the hiring process – and many other states have now adopted the Equal Pay Law.
2.Check Your Mindset.The mind is a powerful tool and it ultimately decides how we view the world – and how we view women, and especially how WOMEN view women. Changing an individual mindset is a hard thing to do but working at eliminating gender bias in the interview – is definitely achievable. Implementing structured interview processes, standardizing interview questions, and being aware of and neutralizing biases in the interview all work towards eliminating gender bias throughout the hiring process.
3.Don’t typecast.With women taking up only 20% of what’s considered to be a “man’s job”, it’s important to consider both men and women for new roles and opportunities.If you’re hiring for a construction role, an electrician, a nurse, a teacher –who comes to mind? Do you already have a gender associated with certain roles in your organization? Make every effort to eliminate your gender bias – and it will allow you to consider both men and women who can be well qualified for the role.
These are just a few ways organizations can allow women to prosper in the workplace. For more on hiring strategies and talent management, VISIT US HERE.
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