The world is talking all about equality between men and women, with no gender biasing. Sadly, the problem of women being paid lesser than men is commonly prevailing in workplaces.
The crater of the gender pay gap is getting shallower, but the statistics are yet worth pondering over.
As of 2019, for every dollar that is earned by men, women were paid 79 cents. The reports on the gender wage gap reveal that the pay gap gets wider with color and race.
Along with the pay gap, the opportunity gap is also pronounced. Women are working for lower positions and lower-paying roles, irrespective of their educational degrees and skills.
The deeper the gender pay gap, the more unfavorable the job is to work for women.
This scenario gives birth to the obvious question of how employers can bridge the gender pay gap prevalent in their organizations.
Here, in this article, we have come up with 5 measures that can be adopted in the workplace to sew the puncture of the gender pay gap.
Un-biased Recruitment Process
Ensuring that the recruitment and hiring process of the organization is fair, and has no gender partiality, is a very solid step in bridging the unfair gender pay gap in the workplace.
According to PayScale, women are underpaid and recruited for lower positions for a particular degree than men.
This should be taken care of during hiring, that both the genders are treated equally, and the qualifications and skills are measured on an unbiased platform.
Invest Efforts in Improving Female to Male Ratio in the Workforce
Most of the workforce suffers a poor gender diversity, and hence significant efforts should be made to improve the ratio.
For doing this, the departments or the job roles that are suffering from lack of gender diversity should be identified, and recruitments should be made without delay, to allow the diversity of gender to prosper.
Maintain Databases
It is a long-term planned approach for the company to maintain a database of its employees, clearly mentioning the job roles, and the salary paid to each individual.
On carrying out an analysis of all the job posts, employees, and their salaries, the underpaid females (and other employees who are not getting sufficiently paid) can be highlighted.
This data then can be put up in panel discussions for doing justice to the underpaid females’ salaries.
Be Transparent with Reducing the Gender Pay Gap Policy
The company policies and measures regarding bringing down the pay gap should be promoted and advertised.
This will help to attract women candidates and will ensure that the workplace is comfortable to work for them. Being sharp with the gender pay-gap reducing measures, helps to retain the female workforce.
Knowing the fact that the company is working for treating both genders equally, the women workforce will remain adhered to the company, thus increasing their retention.
Dealing with the Opportunity Gap
Last but not the least, the opportunity gap is also a factor that leads to women getting underpaid, irrespective of having mastered relative skills.
To combat the problem of the opportunity gap, the company should encourage and promote women to the C-Suit.
The statistics say that women do not get a fair chance to showcase their skills, and avail themselves the opportunity to lead the company projects and represent the company on larger platforms as leaders.
The company should make sure that enough recruitment for women has been made for executive posts, and if they are paid fairly.