Why Technology is A Key Factor in Keeping Women in the Workplace

0
31


The U.S. is lagging behind on gender economic equality, but hiring and retaining more women may be the answer. In this piece, Tanya Jansen explores how companies can use technology to attract more women to your company.

According to a recent World Bank survey, the U.S. was ranked 65th in the world in terms of gender economic equality — behind the UK as a whole, China, South Africa, Mexico and dozens of other countries. To put it in perspective, Equal Pay Day on April 2 recognizes how far into 2019 women have to work to make as much as a man made in 2018. Clearly, there is still immense work to be done in closing the gender pay gap and in improving overall economic equality in the United States.

The staggering reality behind economic gender inequality is that few companies are taking the initiative to allow women the same opportunities as men while creating the kind of work environment valued by women. In fact, a study of 1,583 white-collar professionals from Harvard Business Review found that 95 percent of female employees said they need workplace flexibility, yet only 34 percent of women reported having access to the kinds of flexibility needed. That enormous gap may trigger women to make sacrifices in their careers or in their family life, while fewer men feel as though they must make this choice. This is just one example of how inequality impacts women in the workplace, and why we must work to create a culture that allows women to invest in both their career and personal lives.

While there’s no one answer of how to change the overall work culture in the United States, technology can play a key role in helping companies create a more equal workplace overall. By keeping women engaged in their careers organizations can help attract and retain female talent, pushing companies to build toward gender economic equality.

Use AI to Equalize Pay and Increase Company Transparency

Transparency in pay is a high priority for many employees, but particularly for female employees to ensure they’re making the same as their male counterparts in the same role. Workers have become increasingly comfortable talking to their colleagues about their salaries, with 44 percent of female workers reporting they know how much their colleagues make. Whether businesses like it or not, transparency is already provided in some form; it’s just a matter of whether the employer or the employees control the narrative. To avoid the rumors and confusion caused by employees controlling the conversation, companies can implement AI-based technology to create company-wide salary reports with benchmarks for inflation or cost of living. This transparency allows another view into the company’s fiscal strategy with organizational goals and outside factors in mind.

Use Predictive Analytics to Adjust Your Compensation Plans

Putting an emphasis on updating compensation plans is an essential way to increase employee engagement and happiness, thus leading to greater retention. While closing the gender pay gap is the eventual desired conclusion, money it itself is not enough of a motivator to make people happy, so organizations must look at holistic total rewards to attract top female performers and keep them around.

HR and Benefits teams can implement predictive analysis technology to give them a better understanding of the benefits that will make each employee the happiest and personalize compensation plans accordingly. Providing a total rewards package that best aligns with each employee’s lifestyle can help maintain and even boost employee engagement. For female employees, offering both family-focused benefits, such as flexible work hours and great parental leave policy, and empowering benefits, such as volunteer days and opportunities for professional development, can put your company over the edge when it comes to hiring and retaining the best talent.

Implement a Remote or Flexible Working Policy (And Encourage It)

When personalizing compensation plans, working from home or flexible work policies are often a top priority for female talent, especially working mothers. Technology has made it possible to implement these policies in a way that does not detrimentally affect women’s role in their organization or their teammates. The obvious solutions, such as using video conferencing systems or chat functions, make it easy for teams to communicate efficiently and without disruption to the workflow. In fact, at larger companies, whether or a team member is sitting at a desk in her home or a desk two floors away will likely not make a difference in the team’s work, but could make an enormous difference for the employee herself when it comes to work-life balance.

However, even for companies that offer flexible hours and work from home policies, or those just implementing the policy for the first time, it’s important to let employees know the company encourages them to use it. For example, when considering compensation plans that include working from home, offering a cell phone reimbursement or internet reimbursement policy can show employees you’re serious about the offer.

Gender equality in the workplace can not only help attract women to your company but will also be meaningful in helping your organization adjust your hiring and compensation strategy equality across the board. All this said organizations of all sizes should be putting a strategy in place to attract and retain female talent in the workplace.

“);
}

function removeValidationMessage(element)
{
$(element).next(‘.validation’).remove();
}



Read Full Article

قالب وردپرس

LEAVE A REPLY

Please enter your comment!
Please enter your name here