{"id":1103,"date":"2022-03-04T15:40:29","date_gmt":"2022-03-04T15:40:29","guid":{"rendered":"https:\/\/dev.twentytwo.digital\/ukbodytalk\/gender_inclusive_workforce\/"},"modified":"2025-07-14T16:58:17","modified_gmt":"2025-07-14T15:58:17","slug":"gender-inclusive-workforce","status":"publish","type":"post","link":"https:\/\/dev.twentytwo.digital\/ukbodytalk\/resources\/blogs\/gender-inclusive-workforce\/","title":{"rendered":"International Women&#8217;s Day: Four Ways To Build a More Gender-Inclusive Workforce"},"content":{"rendered":"<p><em><span style=\"font-size: 32px\"><span class=\"cc\"><span data-preserver-spaces=\"true\">&#8220;I<span style=\"font-weight: 400\">f there\u2019s only one woman on a job shortlist, there\u2019s statistically <\/span><i><span style=\"font-weight: 400\">no<\/span><\/i><span style=\"font-weight: 400\"> chance of her being hired<\/span>&#8220;<\/span><\/span><\/span><\/em><\/p>\n<section class=\"section section--light\">\n<article class=\"article article--slim\">\n<div class=\"article__main\">\n<h2><span style=\"color: #800080\"><span style=\"font-size: 36px\">Four Ways To Build A More Gender-Inclusive Workforce\u00a0<\/span><\/span><\/h2>\n<\/div>\n<div class=\"article__main\">\n<p><span style=\"font-weight: 400\">International Women&#8217;s Day is a global day of celebration marking women&#8217;s achievements and highlighting issues around gender equality.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400\">This year&#8217;s theme is #breakthebias, encouraging people to help build an inclusive world where people are equal, irrespective of their gender.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400\">Statistics and personal experiences tell us equality does not yet exist in the workplace, with women more likely than men to receive lower pay and less likely to hold leadership positions.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400\">Promoting gender equality and diversity in the workplace has <\/span><a href=\"https:\/\/www.indeed.com\/hire\/c\/info\/gender-inequality-in-the-workplace\"><span style=\"font-weight: 400\">proven benefits<\/span><\/a><span style=\"font-weight: 400\">, including a more productive workforce, higher turnover and, crucially, happier employees.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Here are four things that you can do to make your business more gender-inclusive.<\/span><\/p>\n<h2><b>Review your company&#8217;s gender pay gap\u00a0<\/b><\/h2>\n<p><span style=\"font-weight: 400\">Since 2017, UK companies with more than 250 employees have had to publish their gender pay gap &#8211; and the data shows that women still earn less than men, despite equal pay legislation.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400\">The average hourly pay gap varies across different industries, but in some sectors, for example, the financial sector, it&#8217;s <\/span><a href=\"https:\/\/www.statista.com\/statistics\/760342\/gender-pay-gap-uk-by-sector\/\"><span style=\"font-weight: 400\">as high as 30%<\/span><\/a><span style=\"font-weight: 400\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400\">Although the reasons behind the gender pay gap can be complex, the average woman can still <\/span><a href=\"https:\/\/www.bbc.co.uk\/news\/business-47824183\"><span style=\"font-weight: 400\">expect to earn \u00a3250,000 less than their male counterpart<\/span><\/a><span style=\"font-weight: 400\"> throughout her career.<\/span><\/p>\n<h3><strong>How to close the gender pay gap in your company\u00a0<\/strong><\/h3>\n<p><span style=\"font-weight: 400\">The UK government&#8217;s <\/span><a href=\"https:\/\/gender-pay-gap.service.gov.uk\/actions-to-close-the-gap\/effective-actions\"><span style=\"font-weight: 400\">website<\/span><\/a><span style=\"font-weight: 400\"> suggests various measures businesses can take to help to close the gender pay gap. These actions include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><strong>Including <i>multiple<\/i> women on shortlists for jobs and promotions\u00a0<\/strong><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">According to a <\/span><a href=\"https:\/\/hbr.org\/2016\/04\/if-theres-only-one-woman-in-your-candidate-pool-theres-statistically-no-chance-shell-be-hired\"><span style=\"font-weight: 400\">study by the Harvard Business Review<\/span><\/a><span style=\"font-weight: 400\">, if there&#8217;s only one woman on a job shortlist, there&#8217;s statistically <\/span><i><span style=\"font-weight: 400\">no<\/span><\/i><span style=\"font-weight: 400\"> chance of her being hired. Having two or more women on a shortlist vastly increases the likelihood of a woman being hired &#8211; even if men still outnumber women for the position.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><strong>Using skills-based tasks and structured interviews for recruitment and promotion<\/strong><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">Skills-based interviews will ensure that you are recruiting based on suitability for a particular role. Structured interviews mean that unfair bias is less likely to creep in and influence decisions.\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><strong>Encourage transparent conversations about pay and promotion.<\/strong><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">Women are less likely than men to negotiate pay, especially if they are unsure how reasonable their salary expectations are. By publishing salary ranges for a job, you can help all staff understand how their salary can progress and encourage conversations during pay reviews.<\/span><\/p>\n<p><span style=\"font-weight: 400\">In a similar vein, make sure there is a clear and transparent path for employee promotion. This will help staff understand what is required of them to progress. It will also encourage managers to make objective, evidence-based decisions around staff promotion.\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><strong>Appoint diversity managers or diversity task forces<\/strong><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">Having a specific diversity manager or task force can help to monitor diversity across your organisation and champion women and underrepresented groups. Additionally, it ensures recruitment and promotion are carried out objectively.<\/span><\/p>\n<h2><b>Embrace flexible working\u00a0<\/b><\/h2>\n<p><span style=\"font-weight: 400\">Traditionally, women hold more caring responsibilities than men when looking after children and elderly parents.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Flexible working opportunities &#8211; such as hybrid working, which has boomed in popularity since the pandemic &#8211; offer the chance for parents to juggle childcare and working hours more effectively and economically; something that will positively impact working mothers, who take the brunt of childcare.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400\">Although attitudes are gradually changing, <\/span><a href=\"https:\/\/www.hrmagazine.co.uk\/content\/other\/women-more-likely-to-take-career-break-for-caring-responsibilities#:~:text=The%20study%20of%203%2C001%20working,changing%20attitudes%20among%20younger%20generations.\"><span style=\"font-weight: 400\">a 2019 study<\/span><\/a><span style=\"font-weight: 400\"> showed that almost three quarters (74%) of women are the primary caregiver for their children, compared to just over a quarter (26%) of men.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400\">As a result, offering flexibility around working hours and locations can provide women with the freedom to continue to work whilst making your business appealing to prospective employees. <\/span><a href=\"https:\/\/www.marieclaire.co.uk\/life\/flexible-working-women-747309\"><span style=\"font-weight: 400\">One recent survey<\/span><\/a><span style=\"font-weight: 400\"> found that 52% of women would turn down a job opportunity if it did not offer flexible working benefits!<\/span><\/p>\n<h3><strong>How to make flexible working work for your business\u00a0<\/strong><\/h3>\n<p><span style=\"font-weight: 400\">For flexible or hybrid working to succeed, measures must be taken to ensure that teams can collaborate as effectively remotely as when they are all together.<\/span><\/p>\n<p><a href=\"https:\/\/dev.twentytwo.digital\/ukbodytalk\/resources\/blogs\/hybrid-meetings-success\/\"><span style=\"font-weight: 400\">Hybrid meetings<\/span><\/a><span style=\"font-weight: 400\"> offer real opportunities for your teams to work flexibly. Make sure you take steps to prepare your staff before a meeting, give them access to the right technology and use moderators to help manage the meeting and ensure that everyone&#8217;s voice is heard. Doing this can ensure staff remain engaged, productive, and work together in a truly collaborative way.<\/span><\/p>\n<p><span style=\"font-weight: 400\">You can learn more about hybrid meetings and how to avoid classic mistakes when running them <\/span><a href=\"https:\/\/dev.twentytwo.digital\/ukbodytalk\/resources\/blogs\/hybrid-meeting-mistakes\/\"><span style=\"font-weight: 400\">here<\/span><\/a><span style=\"font-weight: 400\">.\u00a0<\/span><\/p>\n<h2><b>Support women in addressing the confidence gap<\/b><\/h2>\n<p><span style=\"font-weight: 400\">There is a vast <\/span><a href=\"https:\/\/www.theatlantic.com\/magazine\/archive\/2014\/05\/the-confidence-gap\/359815\/\"><span style=\"font-weight: 400\">confidence gap<\/span><\/a><span style=\"font-weight: 400\"> between the sexes, with women lagging well behind men in self-confidence and self-belief.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400\">One recent <\/span><a href=\"https:\/\/www.nber.org\/papers\/w26345\"><span style=\"font-weight: 400\">study<\/span><\/a><span style=\"font-weight: 400\"> showed that women are less likely to rate their performance favourably than equally performing men. This confidence gap is detrimental to individual female performance and business success.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400\">Providing confidence skills training can help to boost employees&#8217; self-esteem. Mentoring schemes are one way to help encourage individuals to talk about their career goals and successes.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400\">Training in presentation skills and body language can also positively affect how confident women feel about themselves, as well as how others perceive them.<\/span><\/p>\n<p><span style=\"font-weight: 400\">In one of the biggest academic studies of its kind, Body Talk discovered that gender is not important when it comes to how influential a person is perceived to be, but body language does make a huge difference. Offering training opportunities in how to use body language to appear more confident may be particularly beneficial for the women and help to address the confidence gap in your business.\u00a0<\/span><\/p>\n<h2><b>Ensure women&#8217;s voices are heard<\/b><\/h2>\n<p><span style=\"font-weight: 400\">A key way of making your workplace more gender-inclusive is to make sure that women&#8217;s voices are heard, particularly in team meetings.<\/span><\/p>\n<p><span style=\"font-weight: 400\">In 2020, during a televised debate, then vice-president Mike Pence <\/span><a href=\"https:\/\/www.youtube.com\/watch?v=tXFqTGBty1w\"><span style=\"font-weight: 400\">attempted to interrupt Kamala Harris&#8217;s speech no fewer than ten times<\/span><\/a><span style=\"font-weight: 400\">. Harris held up one hand and calmly said, &#8216;Mr Vice-President, I&#8217;m speaking &#8211; a line which caused the future vice-president to go viral among women, who shared their personal experiences of being interrupted by men.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Statistics bear these experiences out. <\/span><a href=\"https:\/\/www.researchgate.net\/publication\/275005639_Influence_of_Communication_Partner's_Gender_on_Language\"><span style=\"font-weight: 400\">A 2014 study<\/span><\/a><span style=\"font-weight: 400\"> at George Washington University showed that when men talked with women, they interrupted 33% more often than when they were speaking with men.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400\">This may come down to how men and women are socialised to communicate differently. Gender communication expert Deborah Tanner argues that men traditionally speak to determine power and achieve status, whereas women talk to determine and achieve connection. As a result, women are much less likely than men to interrupt a conversation or take the floor, as it can appear disrespectful.\u00a0<\/span><\/p>\n<h3><strong>How to make women&#8217;s voices heard in your business<\/strong><\/h3>\n<p><span style=\"font-weight: 400\">When it comes to running meetings, take steps to ensure that everyone on your team can have their say without the threat of being interrupted.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400\">This may mean making use of a moderator or facilitator to help take charge of the meeting and who gets to speak when &#8211; or for virtual meetings, it may mean manually muting everyone&#8217;s microphone while someone else is speaking!<\/span><\/p>\n<p><span style=\"font-weight: 400\">Make an extra effort to encourage the women on your team to speak up. Use people&#8217;s names to help direct the conversation and ask specific questions.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Also, think about how you might allow equal time to hear people&#8217;s views, ideas or opinions. This may mean careful planning of your meeting structure in advance.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Ensuring all voices are heard will increase the flow of ideas and produce more creative and effective meetings.\u00a0<\/span><\/p>\n<h3><b>Committing to equality and diversity\u00a0<\/b><\/h3>\n<p><span style=\"font-weight: 400\">Employers need to support, retain and advance women and to take steps to ensure that they are not disadvantaged in their careers by their gender.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400\">By committing to fostering a diverse work environment, businesses can really thrive. Taking steps to make a workplace truly gender-inclusive will ensure that all employees are given the space and opportunity to perform at their best, which is good for the individual and great for the business.\u00a0<\/span><\/p>\n<\/div>\n<\/article>\n<\/section>\n","protected":false},"excerpt":{"rendered":"<p>March 8th is International Women&#8217;s Day, a day to celebrate women&#8217;s social, economic, cultural, and political achievements worldwide. This year&#8217;s theme is &#8220;Break the Bias.&#8221; Despite making great strides over the past few decades, women are still underrepresented in many industries. This blog post explores the importance of gender diversity in the workplace and discusses strategies for achieving a more gender-inclusive workforce.<\/p>\n","protected":false},"author":17,"featured_media":1104,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[16],"tags":[],"class_list":["post-1103","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blogs"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Four Ways to Build A Gender-Inclusive Workforce | IWD<\/title>\n<meta name=\"description\" content=\"On International Women&#039;s Day, we look at four ways businesses can build a gender-inclusive workforce and champion women.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, 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