Gender equality in the workplace is aimed at removing barriers to the full and equal participation and enjoying equal rewards, resources and opportunities regardless of gender. It is achieved when:
- All employees regardless of gender, have equal access to all occupations and industries, including leadership positions and corporate boards
- Organisation provides equal access to professional development and career-building opportunities
- All forms of discrimination on the basis of gender are eliminated and all employees, regardless of any dimension (gender, race, age, sexual orientation, etc.), are treated equally and respectfully
- Workplace provides equal pay for work of equal or comparable value
- Organisation introduces benefits which reflect the needs of all employees, as well as of their families.
Achieving gender equality in the workplace is important not only because it is “fair”, but because it is also linked to the overall economic performance of an organisation. Numerous studies have proved the benefits an organisation may enjoy by performing gender equality-related activities in the workplace. Among these benefits are:
How can we help
- Development of gender KPIs system
- Gender audit
- Development of internal equal employment policies
Development of gender KPIs system
Gender Key Performance Indicators (KPIs) are a set of indicators that provide a basic level of monitoring progress in achieving gender equality and identifying problematic areas of the organiіation from the point of view of gender equality. Gender KPIs are a basic tool and indicator of the existing state of the gender environment in the organisation, outlining the existing problems, but not solving them. To correct the existing state of the gender environment, other tools based on gender KPIs are used.
To develop a system of gender KPIs, an analysis of available data on personnel by gender (in particular, regarding the number of employees, hiring, positions held, promotions, opportunities for professional growth) for several years is held. In addition, an analysis of data on the salaries of employees from the point of view of the level of remuneration for the same functions is performed. Based on the analysis, a KPE library is developed.
A report based on gender KPIs will allow the organisation to conduct a detailed analysis of the issues identified by holding personnel surveys and an analysis of its internal policies. In its turn, this will allow to implement corrective measures, which may include, for example, changes to the organisation's internal policies and training and workshops for the organisation's personnel and management.
Gender audit
A gender audit is a process aimed at promoting organizational learning at the individual, structural unit and organisational levels on how to practically and effectively mainstream gender. Being a “social audit” it helps identify critical gaps and challenges and recommends how to address them, suggesting possible improvements and changes. A gender audit enhances the collective capacity of the organization to examine its activities from a gender perspective and identify strengths and weaknesses in promoting gender equality issues. It monitors and assesses the relative progress made in gender mainstreaming and helps build organizational ownership for gender equality initiatives.
The main activities performed during a gender audit are:
- Analysis of best international practices on non-discrimination policies, family-friendly policies, work-life balance policies and other policies, including in the industry in which the organization operates
- Analysis of internal policies of the organisation with the same focus
- In-depth interviews with the top management of the organisation
- Focus group discussions with the staff from different structural units
- Systematisation of received data and development of recommendations.
The gender audit report will contain:
- The results of desktop research on the analysis of international practices and internal policies of the organisation
- The results of in-depth interviews and focus group discussions with the defined state of gender equality in the organisation and issues identified
- Recommendations on possible steps that the organisation should take to achieve gender equality.
Development of internal equal employment policies
The purpose of equal employment policies is to guarantee equal opportunities to employees in all aspects of employment, including recruitment, hiring, career advancement, development, renumeration and work-life balance, implementation of non-discrimination, and combating gender-based violence, harassment, sexual harassment and bullying at workplace. Such policies are aimed at creating an inclusive corporate culture and workplace as critical enabling factors to maximise employee engagement, productivity and, therefore, business competitiveness. They also contribute to the staff diversity to form more dynamic workplaces and creative decision-making and vastly impact the well-being of both workers and their families helping employees to balance work with family responsibilities.
Among equal employment policies are:
- Gender equality policy
- Policy on the prevention of sexual harassment and discrimination
- Policies to combat gender-based violence, including domestic violence
- Work-life balance policy
- Responsible parenting policy, including childcare and paternity leave
- Recruitment policy
- Breastfeeding support policy
- Procurement policy
- Employee social support policy.
Contact us
Director, Market Entry & Exit, Employment & Immigration practice, Attorneys Association "PwC Legal in Ukraine"
Tel: +380 44 354 0404
