The previous post discusses the issue of gender pay gap and three strategies to fight against the gap from your environment. Remote jobs are expected to help closing the gap, despite some problems. Again, you can begin from your own organization. In its report, Owl Labs suggest improved transparency as one of the ways to fight against the gender inequality at workplace. It is a strategic way to achieve better outcomes and improved performance for all employees, regardless of location of the workplace.

Fighting Against Gender Pay Gap in Your Organization

Besides salary analysis, standardized salary and benefits, remote work policy, you can do more strategies to address gender pay gap in your organization. The following are some of them:

Open Recruitment

Technology allows the organization to implement a transparent recruitment system. The system may include the use of AI screening tools, unbiased interview templates, diverse committees, non-discriminatory promotion models, and open interviews. Sometimes, screening bias occur unconsciously. These systems minimize the risk of bias during the screening phase. Make sure to announce the recruitment and screening system transparently. These ways, all the candidates and employees can monitor the process.

Non-Discriminatory Training

Make sure to offer leadership training to all levels of workforce. Include the efforts of raising awareness on the unconscious bias and discrimination at workplace. The bias may happen not only in financial matters but also in communication, teamwork, and work process. Therefore, the employees can identify any sexual discrimination that puts female workers at disadvantaged position.

The first thing to do for addressing the gender pay gap is identifying the existing and potential bias. When you find them, make sure to challenge the actively. Find the blank spots in the organization. They may lie on the hiring practices, decision-making protocols, recruitment systems and promotion decision.

Promoting Balance

Provide the employees with balance between their personal life and work life. This may include equal opportunities for medical appointments, family events, paid vacations, and development of personal hobbies. You can allocate spaces to express their passion during certain time at workplace. Building the team culture of trust, equality, and transparency helps eliminating the motherhood penalty associated with female workers.

Transparent Management

Keeping everything as top secret in the tower of organization is thing of the past. Now is the era of transparency. Gone are the days, where financial reports, salary report, and social sharing were kept as secret. Now, employees are way more informed that they once were. This is the era of talent war. You can earn more if you can use your talents to boost performance.

If the salary system is based upon non-discriminatory criteria, there is no need to keep salary reports as private. As a leader in your organization, you can decide a system to determine pay ranges for job position. This aims not to advertise how much everyone earns in the organization. Instead, this aims at minimizing the chances of prejudice and disparity,

The US House of Representative recently passed the Paycheck Fairness Act. The bill requires the employees to ask the job candidates about the history of their salary. Of course, regulatory support is not enough. It must be combined with collective awareness and support from the decision-making levels in the organization. Find out more about the strategies to fight gender pay gap in the next post.