According to recent survey by an independent network of research and polling organisations (the Worldwide Independent Network of Market Research – WIN), the overall perception of gender equality has improved in the UK from 58% in 2019 to 62% today. But despite perceived progress overall, a stark contrast exists between men’s and women’s views on gender equality at work.
The survey polled over 33,000 respondents across 39 countries, including 1,000 from the UK. The findings show that 68% of men believe gender equality at work has been achieved, compared to only 56% of women, highlighting a significant disconnect that businesses must address to foster genuine equality.
The numbers behind the perceptions
Back in 2019, 62% of men and 55% of women believed that gender equality was a reality in the workplace. Today, the percentage of men holding this belief has increased to 68%, while the percentage of women has stagnated at 56%.
So why do men think it is improving, while women do not?
The discrepancy in attitudes between the sexes is further emphasized in perceptions of salary equality. In 2022, 21% of women in the UK felt their salaries were lower than their male counterparts; this figure has now risen to 34%. Conversely, over half of men believe that women’s salaries are on par with or even higher than their own.
Disparities are also evident in perceptions of job opportunities: while 43% of women feel they have fewer opportunities compared to men, only 26% of men recognize this disparity.
Foster a fair culture
Although at topline level findings suggest signs of improvement, it is clear from the underlying data that there’ is still a long way to go. The strong divide in perceptions between men and women signals a widening disconnect and lack of focus around this topic, which should be addressed by individual organizations and the government alike.
For small and medium-sized enterprises (SMEs), this data presents both a challenge and an opportunity.
Here are some actionable steps that SMEs can take to bridge this perception gap and promote genuine gender equality in the workplace.
Lead by example
Show your commitment to gender equality from the top down. Leaders should actively promote inclusive behaviour, setting a standard for the entire organization.
Foster a culture of open and honest discussion about gender equality. Create safe spaces where employees can discuss their experiences and suggest improvements without fear of retaliation. Conducting regular surveys is also a good way to gauge employee perceptions of equality and identify specific areas for improvement. To underpin this, you need to know the reality – perform audits on pay, promotions, and job opportunities to ensure you can build an environment of fairness and transparency.
Once you are certain of the facts, then implement and maintain transparent pay to ensure employees are compensated fairly based on their role, experience, and performance, regardless of gender. And regularly review pay scales to address any disparities that may arise.
As an SME you can be more agile in putting in place structures that ensure equality in the workplace. Flexible work policies can support work-life balance and reduce gender-based disparities. It may be that you can lean into a flexible digitally based working arrangement that cater to the diverse needs of all employees, including those with caregiving responsibilities whether male or female.
We are starting to see SME companies with “Gender Equality Accreditations,” highlighting their commitment to this cause. Provide equal access to professional development opportunities, such as training, mentorship, and leadership programs. Be mindful about giving women the same opportunities to advance their careers as men. For example, is your company joining an event and you don’t know who to put on stage? Look for diversity in your business and prioritise women or people with a diverse background (events’ organisers will be grateful!). Focus on building a diverse workforce by implementing unbiased hiring practices: job postings, recruitment processes, and promotion criteria must be free from gender bias.
Moving forward
There is still much work to be done. SMEs have the opportunity and responsibility to lead by example, fostering a culture of equality and inclusion that can inspire broader change across the business landscape.
The path to achieving true gender equality in the workplace requires ongoing effort and commitment. By addressing the perception gaps highlighted in the WIN survey, SMEs can create a more inclusive and equitable work environment. This, in turn, can lead to increased employee satisfaction, better retention rates, a more diverse and innovative workforce, and positive change for all.
