Improving gender equality in the workplace: Tips for sustaining momentum in gender equality initiatives

While organizations are taking steps to address gender equality in the workplace, changing entrenched systems, processes and attitudes is a systemic challenge. When it comes to pay, women in the US still earn around 84 cents for every dollar a man earns, and most organizations still have an imbalance in leadership positions, as recent data shows women held just 11.8% of C-suite roles, down from 12.2% in 2022.  

Undoing the impact of this historic imbalance, from occupational segregation to undervaluing women’s paid and unpaid work, won't happen overnight. Instead, establishing initiatives that create equity in the workplace helps to foster meaningful change. And the key to long-lasting change? Maintaining momentum.

Keep reading to learn more about gender equality at work and strategies you can adopt to maintain momentum and maximize your gender equality initiatives.

The gender pay gap: Understanding the challenges

Addressing the disparity in pay has become a top priority for companies, but most are far from where they need to be. In Michael Page’s 2024 Talent Trends report, 29% of women still feel unsatisfied with the progress being made.

Our report uncovered an urgent call to rebuild trust and foster greater respect in the workplace, with implications for employee attraction and retention. With 27% of workers identifying closing the gender pay gap as the most important diversity, equity, and inclusion initiative in the workplace, organizations can't afford to take their feet off the gas.    

Strategies for promoting gender equality

Addressing the gender pay gap is not as simple as it sounds. With multiple factors at play, including part-time work, family responsibilities, and fewer, lower-paid female managers, closing the gender pay gap becomes more challenging than ever. Organizations not only have a responsibility to improve pay parity but to also ensure women have equitable opportunities and the support for career development that they need to succeed.

Start at the top

One of the most important ways to maintain momentum in your initiatives is to hold leaders accountable. Their attitudes towards gender equality in the organization will impact its ability to make progress, as leadership is responsible for setting pay brackets, signing off new policies, and establishing a positive work culture, reinforcing the reality that impactful change starts and persists at the top.

Use best compensation practices

The first step to improving gender equality in the workplace is implementing transparent and equitable compensation practices. It’s not enough to track compensation once a year when it comes to closing the pay gap; instead, regularly benchmark the salary between different roles and levels.  

Similarly, ensure you review and abide by equal pay laws, such as the Equal Pay Act, which requires men and women in the same workplace to be paid equally for equal work.  

Provide mentorship and visible role models for everyone

Having women in senior management or leadership positions is significant because it gives other women something to aspire to and shows that women’s contributions are both critical and valued. Female leadership was another area our Talent Trends report found to be important to those in the workplace, cited by almost a quarter (21%) of respondents.  

Additionally, consider offering internal and external mentoring programs. One study from Concordia University found that mentoring helps both mentors build their leadership skills and mentees learn from those with shared experiences and values, which builds confidence and self-advocacy, making it easier for women to progress into more senior roles.

Related: 7 Tips for diversity, equity, and inclusion in the workplace

Incorporate inclusive policies

Initiatives like flextime, hybrid working, and programs for those returning to the workplace address some of the challenges of working while raising a family. Remaining open to negotiations with women on how many hours they work ensures they feel supported upon their return to the workforce and aids their progression into higher-level, better-paid positions.

Learn more about the changing meaning of flexibility

Maintaining momentum

The right proactive measures will help your organization identify opportunities for improvement, increasing the pace of improvement.  However, while your company may have the right policies in place, it’s important to have processes and practices that track the progress of these to demonstrate success and maintain momentum.  

Gathering feedback from individuals affected by your DE&I initiatives is crucial. Of the 21% of respondents dissatisfied with their workplace gender pay gap initiatives, 29% identified as a woman.  

Our research highlights that those most affected by disparities often feel they're not adequately addressed. And so, actively listening to their feedback demonstrates your commitment to acknowledging and overcoming gender inequality at work, improving retention and engagement.

How can Michael Page help?

Our Diversity, Equity & Inclusion Client Solutions team can support your organization’s DE&I journey. Request to get in touch with our expert consultants.