Originally published July 15, 2022 , updated on January 17, 2023

For companies to be successful, they need a productive and effective workforce. A strong workforce is only possible in an inclusive workplace where all employees feel valued and respected. Workplace equality is essential in creating an environment where employees feel comfortable and supported, and it’s a major contributor to gender equality in society. 

Managers play a critical role in creating and maintaining a workplace that is fair and inclusive. By implementing strategies to promote workplace equality, companies can create a more uplifting environment for all employees.

The Importance of Workplace Equality and Diversity

The data is clear: companies with more women in leadership roles do better. Employees in diverse and inclusive teams stay longer, are happier at work, and show greater commitment than competitors who refuse to foster a gender-equal workspace. 

The number of women in leadership roles has increased over the past few years. But there is still work to be done. Studies show that when businesses invest time into building diverse and inclusive teams, employees will put forth more effort, leading them to perform more efficiently and demonstrate greater commitment toward their responsibilities and job role overall. A company culture that promotes gender equality and diversity in the workplace actively aims to mitigate and understand gender bias. Here are some ideas for how managers can cultivate workplace equality and strive to mitigate gender inequality.

How Managers Can Mitigate Gender Inequality in the Workplace

1. Cultivate Equality in the Evaluation Process

The belief that men are stronger, faster, and better at everything they do than women is deeply ingrained in our society. This is no different in the workspace. As much as we hate to admit it, more often than not, men’s achievements and potential are recognised and praised more than women’s. 

To shift this trajectory, managers must be on the lookout for gender inequality in every aspect of the business. This includes the creation of opportunities to conduct gender-blind evaluations in hiring. When evaluating a performer’s performance, make sure managers are aware of any biases they may have against women or other minorities and ask them specifically what constitutes excellent work when setting goals together with their employees.

Be specific about the criteria you’re using—and communicate those expectations clearly from both sides. Remember that people need motivation, and added responsibilities can give them a sense of purpose and respect while showcasing their value to both you as a manager and the business as a whole. 

2. Support the Parental Factor

People often see having children as a loss of status for women in the workplace. Studies show they experience higher levels of bias and fewer opportunities as a result. Women’s lives are made more difficult by an unnecessary burden of expectation. Many face pushback as soon as they’re engaged to be married. Men also receive negative impacts, and people often believe them to be the working member of the family. This can result in less time spent with their family and more in the office. 

A company that values employee retention should establish an open-door policy to discuss pregnancy and adopt family-friendly policies to increase productivity while also boosting morale among staff members. You can establish this by ensuring that you afford people an equal opportunity for career growth, no matter their family or marital status.

3. Create a Neutral Negotiation Environment

The ever-changing landscape of today’s society dictates that women fight just as hard for what they want as men. But when they do, people can see the behaviour as being overly assertive. There still lies within us the perception that women are more agreeable and less confrontational, so they often receive pushback in negotiation settings. 

It’s important to provide women in your organisation with a supportive, encouraging environment to feel empowered and rewarded when negotiating salaries. Ensure the company pays fairly by reviewing compensation regularly and preventing gender bias from occurring within this process. 

4. Bolster Meeting Mentality

In general terms, men talk more in meetings while women tend to be interrupted – given fewer responses and accreditation for their ideas – and hold less influence. This negative trend of gender inequality in the workplace originates from the deeply ingrained societal norm that has been raging on for years. However, managers can change this behaviour within the meeting sphere and business space as a whole. 

In order to tap into everyone’s skills and expertise, it is important that women be full participants in meetings. When not given equal opportunities, diverse teams suffer due to a lack of variety in perspective. It can lead decision-making outcomes for the organisation down an unhealthy path. As a manager, you can encourage your female co-workers to speak up by sitting them front and centre during discussions. Create an inclusive space. Ask for their input while also acknowledging those who first proposed certain ideas.

5. Encourage and Provide Training, Workshops, and Mentorship

The sad reality is that many women are neglected the opportunity for extra training and mentorship. As a result, they have difficulty honing their skillset and progressing in their career. Informal mentorship and sponsorship programs are an excellent way to get more people involved in your organisation. 

Mentorship and sponsorship programs give women access to fields that typically don’t offer them opportunities. Building personal connections between employees will help you create cultures of respect, where everyone feels welcome. These personal connections between mentors and sponsored individuals can lead not only to promotions but also new opportunities for career growth.

6. Cultivate an Inclusive and Gender-Equal Workplace Culture

Company culture should be a central part of every business. It allows employees to feel comfortable, happy and determined in their work which ultimately drives success for the company. When companies have inclusive cultures with positive attitudes towards one another, it’s easier for everyone—from top executives down to every level within your organisation or firm.

To make society and the business world more gender-equal, it is necessary for there to be a culture that supports women. This can only happen with inclusive changes in old recruiting systems, business operations, and general behaviour between management and employees. There are many effective ways to improve company culture. It’s one of the most important steps managers can take toward creating and promoting a gender-equal workplace as a whole.  

Gender equality in the workplace is of paramount importance for both your employees and the overall success of your company. At Goodman Lantern, we continuously seek ways in which our company can uphold our promise of gender equality. If you’d like to learn more about how to cultivate a gender and ethnically diverse workspace, get in contact with us or read up on our impact blogs.

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