What is equity
Equity in the workplace is about giving everyone an equal chance to succeed by recognising that people have different needs and starting points. Unlike equality, which treats everyone the same, equity understands that some individuals might face more challenges than others.
To make sure everyone has a fair opportunity, equity involves offering support where it’s needed; whether that’s additional resources, flexible working hours, or other adjustments to help employees reach their full potential.
For example, this could mean providing extra training for someone who needs it to develop their skills, offering flexible work hours for parents or caregivers, or ensuring promotions and pay are based on ability, free from bias. The goal is to create a workplace where everyone has the tools and support they need to succeed, regardless of their background or circumstances.
Equity and women in the workplace
Women experience a range of challenges throughout their lives and careers, from menstruation, pregnancy and menopause to balancing family responsibilities such as caregiving and household management. While not all women face the same obstacles, they are often perceived through the same lens, facing gender bias, unequal pay, and limited access to leadership roles due to being viewed as the “lesser” sex, with companies overlooking the resilience and strength required to navigate these challenges.
Despite their diverse experiences, women are frequently expected to compete on equal terms with men in workplaces that may not fully account for these realities. Achieving equity for women means addressing these systemic barriers by providing tailored support and eliminating both conscious and unconscious bias in hiring and career advancement.
This includes implementing policies that guarantee equal pay for equal work, expanding mentorship and leadership development opportunities, offering flexible work arrangements, and ensuring women are equitably represented in decision-making roles. Equity also requires fostering a workplace culture where women’s voices are heard, their contributions are recognised, and they have the same opportunities for growth and success as their male counterparts.
Here are 8 practical examples businesses can take to ensure they are supporting women into leadership roles:
1. Ensure equal pay
- Conduct regular pay audits: Employers should routinely assess pay levels to identify any gender pay gaps and address any discrepancies to ensure women are compensated fairly for the same work.
- Set clear pay bands: Make the company’s pay scales transparent so employees understand the criteria for salary increases and promotions, helping ensure fairness across genders.
2. Implement flexible working policies
- Offer flexible hours: Provide employees with the option to adjust their working hours or work remotely, which can be particularly helpful for women balancing career and caregiving responsibilities.
- Equality in parental leave: Ensure both men and women have equal opportunities to take parental leave and encourage both parents to share the responsibility of caregiving.
3. Support career development and leadership
- Mentorship and sponsorship initiatives: Develop mentorship programs where senior employees support women’s career progression by providing guidance, advice, and advocacy.
- Leadership training programmes: Provide targeted training to women to develop leadership skills, preparing them for top positions in the company and encouraging a diverse leadership pipeline.
- Increase transparency in promotions: Make sure the promotion process is open and based on measurable performance and skills. Provide women with the same opportunities for professional development to ensure they are equipped to pursue leadership positions.
4. Adopt fair recruitment practices
- Promote inclusive job descriptions: Ensure job advertisements are free from gendered language and focus on the essential skills and qualifications required for the role. This helps avoid discouraging women from applying and encourages a more diverse pool of candidates. An example of this is instead of using the term ‘competitive’ use the term ‘goal-oriented’.
- Ensure bias-free recruitment practices: Introduce blind recruitment processes where candidates are evaluated based solely on their skills and experience, not their gender or background. An example of this is to remove any identifying characteristics such as names from the CV before handing to the recruiting panel. A diverse interview panel can also help reduce potential biases in hiring decisions.
5. Foster an inclusive workplace culture
- Bias awareness training: Offer training to employees, especially managers, to raise awareness of unconscious bias and its effect on hiring and promotion decisions. An employment law expert can provide training on this, and we have offered a range of training to suit various business needs, sizes etc.
- Strong anti-harassment policies: Ensure there are clear policies and procedures in place to handle harassment or discrimination and take immediate action to address complaints, ensuring a safe and respectful workplace.
6. Encourage women’s participation in decision-making
- Inclusive leadership representation: Aim for a gender-diverse leadership team to ensure women are represented in key decision-making processes.
- Employee resource groups: Create groups where female employees can network, share experiences, and advocate for changes that will improve their workplace environment.
7. Support women returning to work
- Return-to-work programmes: Introduce structured programs that help women re-enter the workforce after taking time off, such as parental leave, and provide support to ease the transition back into their roles.
- Mentoring for returning employees: Offer mentoring to women coming back to work after a career break, helping them regain confidence, update their skills, and integrate back into the workplace.
8. Promote work-life balance
- Encourage time off: Encourage all employees, particularly women, to take regular breaks, use their annual leave, and avoid burnout. Promote a healthy work-life balance as a core company value.
- Mental health support: Provide access to mental health resources and foster an environment where employees feel comfortable discussing mental well-being, particularly in the context of balancing work and personal life.
By implementing these strategies, employers can create a more equitable and supportive environment for women, helping them to thrive and succeed in the workplace.
If you wish to discuss anything mentioned in this article or for more information on employment training and workshops please get in touch with Katie Hodson or a member of our employment team.
What is equity
Equity in the workplace is about giving everyone an equal chance to succeed by recognising that people have different needs and starting points. Unlike equality, which treats everyone the same, equity understands that some individuals might face more challenges than others.
To make sure everyone has a fair opportunity, equity involves offering support where it’s needed; whether that’s additional resources, flexible working hours, or other adjustments to help employees reach their full potential.
For example, this could mean providing extra training for someone who needs it to develop their skills, offering flexible work hours for parents or caregivers, or ensuring promotions and pay are based on ability, free from bias. The goal is to create a workplace where everyone has the tools and support they need to succeed, regardless of their background or circumstances.
Equity and women in the workplace
Women experience a range of challenges throughout their lives and careers, from menstruation, pregnancy and menopause to balancing family responsibilities such as caregiving and household management. While not all women face the same obstacles, they are often perceived through the same lens, facing gender bias, unequal pay, and limited access to leadership roles due to being viewed as the “lesser” sex, with companies overlooking the resilience and strength required to navigate these challenges.
Despite their diverse experiences, women are frequently expected to compete on equal terms with men in workplaces that may not fully account for these realities. Achieving equity for women means addressing these systemic barriers by providing tailored support and eliminating both conscious and unconscious bias in hiring and career advancement.
This includes implementing policies that guarantee equal pay for equal work, expanding mentorship and leadership development opportunities, offering flexible work arrangements, and ensuring women are equitably represented in decision-making roles. Equity also requires fostering a workplace culture where women’s voices are heard, their contributions are recognised, and they have the same opportunities for growth and success as their male counterparts.
Here are 8 practical examples businesses can take to ensure they are supporting women into leadership roles:
1. Ensure equal pay
- Conduct regular pay audits: Employers should routinely assess pay levels to identify any gender pay gaps and address any discrepancies to ensure women are compensated fairly for the same work.
- Set clear pay bands: Make the company’s pay scales transparent so employees understand the criteria for salary increases and promotions, helping ensure fairness across genders.
2. Implement flexible working policies
- Offer flexible hours: Provide employees with the option to adjust their working hours or work remotely, which can be particularly helpful for women balancing career and caregiving responsibilities.
- Equality in parental leave: Ensure both men and women have equal opportunities to take parental leave and encourage both parents to share the responsibility of caregiving.
3. Support career development and leadership
- Mentorship and sponsorship initiatives: Develop mentorship programs where senior employees support women’s career progression by providing guidance, advice, and advocacy.
- Leadership training programmes: Provide targeted training to women to develop leadership skills, preparing them for top positions in the company and encouraging a diverse leadership pipeline.
- Increase transparency in promotions: Make sure the promotion process is open and based on measurable performance and skills. Provide women with the same opportunities for professional development to ensure they are equipped to pursue leadership positions.
4. Adopt fair recruitment practices
- Promote inclusive job descriptions: Ensure job advertisements are free from gendered language and focus on the essential skills and qualifications required for the role. This helps avoid discouraging women from applying and encourages a more diverse pool of candidates. An example of this is instead of using the term ‘competitive’ use the term ‘goal-oriented’.
- Ensure bias-free recruitment practices: Introduce blind recruitment processes where candidates are evaluated based solely on their skills and experience, not their gender or background. An example of this is to remove any identifying characteristics such as names from the CV before handing to the recruiting panel. A diverse interview panel can also help reduce potential biases in hiring decisions.
5. Foster an inclusive workplace culture
- Bias awareness training: Offer training to employees, especially managers, to raise awareness of unconscious bias and its effect on hiring and promotion decisions. An employment law expert can provide training on this, and we have offered a range of training to suit various business needs, sizes etc.
- Strong anti-harassment policies: Ensure there are clear policies and procedures in place to handle harassment or discrimination and take immediate action to address complaints, ensuring a safe and respectful workplace.
6. Encourage women’s participation in decision-making
- Inclusive leadership representation: Aim for a gender-diverse leadership team to ensure women are represented in key decision-making processes.
- Employee resource groups: Create groups where female employees can network, share experiences, and advocate for changes that will improve their workplace environment.
7. Support women returning to work
- Return-to-work programmes: Introduce structured programs that help women re-enter the workforce after taking time off, such as parental leave, and provide support to ease the transition back into their roles.
- Mentoring for returning employees: Offer mentoring to women coming back to work after a career break, helping them regain confidence, update their skills, and integrate back into the workplace.
8. Promote work-life balance
- Encourage time off: Encourage all employees, particularly women, to take regular breaks, use their annual leave, and avoid burnout. Promote a healthy work-life balance as a core company value.
- Mental health support: Provide access to mental health resources and foster an environment where employees feel comfortable discussing mental well-being, particularly in the context of balancing work and personal life.
By implementing these strategies, employers can create a more equitable and supportive environment for women, helping them to thrive and succeed in the workplace.
If you wish to discuss anything mentioned in this article or for more information on employment training and workshops please get in touch with Katie Hodson or a member of our employment team.