Gender equality still an issue
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With the February 2006 death in Washington DC of the acclaimed earliest leader of the global feminist movement, Betty Friedan, some commentators have been reviewing feminist gains in the workplace. |
When Friedan’s "The Feminine Mystique" became a bestseller in the 1960s and laid the groundwork for the modern feminist movement, some people may have thought that equality in the workplace would be a non-issue by 2006.
As a founder and first president of the National Organisation for Women in 1966, Friedan staked out feminist positions on such issues as gender-neutral employment ads, equal pay, promotion opportunities and maternity leave.
Friedan argued that women should be able to pursue their interests beyond the home and there is no doubt that she sparked a cultural revolution that led to greater equality in the workplace and the classroom.
Over the years, there have been many formal and informal efforts to get the gender balance in organisations more equal. Most equality action plans concentrate on:
- Recruitment and selection;
- Professional development;
- Reconciliation of work & home life; and
- Organisational culture.
The fact that such ‘action plans’ are necessary at all today, is a comment on the situation in workplaces. To be effective, such efforts need to be situated in an environment with:
- An innovative approach to human resource management;
- A partnership approach to industrial relations at the company level;
- Explicit consideration of equality in overall company strategy;
- A supportive organisational culture and values.
Now, a recent study in Wales is suggesting that equality and diversity in the workplace are qualities which can boost a company's bottom line.
A study by the European Social Fund and the Welsh Assembly Government has found nearly seven out of 10 small to medium enterprises in Wales have said that business has improved since signing up to equality and diversity programs in the workplace.
They cite easier recruitment, a wider choice of skilled labour and compliance with contract requirements as among the benefits of implementing an effective policy on equality.
The research was carried out as part of the SME Equality Project. Since its establishment in 1998 the project has worked to raise awareness of equality and diversity issues in small companies in Wales.
The project is the only one of its kind in the UK, and its progress is being closely watched by a number of other European countries. It’s all part of a drive to spur businesses in Wales to comply with legislation, adopt positive employment policies and promote equality and diversity issues amongst staff. The research investigated the business benefits of equality initiatives experienced by more than 2,000 businesses.
Of course, the fact that a study like this is still considered necessary in the 21st century, shows that there is still a way to go before equality of the sexes in workplaces is achieved.
Equally, it is significant that human resources specialist companies can still do business offering a ‘Diversity Audit’. Commonly, a Diversity Audit can provide:
- Ways to improve employment policies to ensure they are free from discrimination and that they promote equality of opportunity;
- Guidance on how to meet relevant employment legislation, eg. laws promoting equal opportunity relating to age, gender, disability; and
- Practical suggestions for integrating diversity within employment practices and policies.