Gender Parity Tips for Business

1.  Seek to learn a higher comprehension of the existing gender parity situation in the entity. The first step may involve establishing the female ratio, this simply refers to the percentage of women from the total, in each role, division, department, location and recruitment channels.

2. Conduct a wage rate comparison between male and female employees. A calculation comparing an employee’s base pay to the pay-level average for the role they play in the organization referred to as compa-ratio can be used. Where the compa-ratio for female employees is below average, this indicates that the payment structure is not equitable.  

3. Performance figures should be rated on a gender basis. The results should then be compared to promotion statistics to demonstrate any existing bias.

4. Promotions should be analyzed with a focus on the nature of promotions and the gender of those awarded the same. To find out whether a lower percentage of women are promoted to these positions as compared to men, consider different roles, locations and departments. The Rooney Rule can be used to correct any differences discovered; according to the rule, underrepresented minorities and women should be included among the candidates to be considered for any available promotion positions.

5. Initiate a process aimed at bringing about gender parity, beginning with the organization’s hiring processes. During the employee selections process, use blind screening, removes informational aspects that can be used to identify the gender of applicants from their resumes. Go further and find other ways you can use to enhance gender parity in the recruitment process.
Here are some more suggestions from IDEX on the matter that may also broaden the debate.

Other News