How to Support Female Employees Everyday of the Year
Are you supporting female employees every day of the year, or just during Women's History Month?
It’s 2023, and the trend of performative diversity has escalated, with companies splashing out on ads, campaigns, and events for women’s history month. Too often, these initiatives signify a company’s ability to “check a box” to show they prioritize and support women in the workplace, but fail to follow through with real action. On International Women’s Day, The Economist published its glass ceiling index, measuring the role and influence of women in the workforce. This year, the United States ranked 19th out of 29 countries, demonstrating that performative acts just aren't cutting it. So what steps can employers take to ensure they’re engaging in real change to support the women in their workforce, not just during Women’s History Month, but on all days of the year?
Address employees’ caregiving needs - Employers should pay attention to the unique needs of working parents and caretakers. Companies should provide employees with flexibility when it comes to work assignments, work hours, and time off. Consider offering flexible work arrangements, child-care referrals, and ensuring parental leave is gender-neutral.
Commit to pay transparency - A number of jurisdictions now require employers to post salaries or pay ranges in job ads. Many states also prohibit employers from inquiring about an applicant’s past salary. Commit to conducting a pay equity analysis. Review and update your compensation policies proactively and train interviewers not to ask about pay history – even if it’s not required in your state.
Ensure an intentional effort toward intersectionality - Be intentional about developing your DEI programs, allocating meaningful resources to the programs, and ensuring that high-level leaders are committed to DEI initiatives. Identify areas where your organization is lacking and actively work to address those deficiencies.
Commit to addressing workplace harassment and discrimination - Harassment and misconduct negatively impact companies and their employees, but effective policies and trainings can make all the difference. The great news is, you’re not alone – we can help! Whether it’s helping employers implement best practices for addressing workplace harassment, training employees on these issues, or conducting policy reviews, the Purple Method can help you build a safer, more inclusive company all days of the year.