"Who said you are not worth it?" - Pronounces the lines of the performer Selena Gomez in one of his songs. In these words, the main problem of the development of a career in women is expressed - they simply do not believe in their forces and do not receive enough support capable of convincing them in the opposite. This material offers managers several measures to change the company's culture towards recognizing gender equality.
Analysis of the top management composition
The company's management should literally observe how many women and men occupy leadership positions in their organization. In the UK, for example, the law establishes the need for the annual reporting of large companies about gender-based gender. If in your office, women bosses make up a minority, it means that it is necessary to analyze barriers to their admission to the position - an overestimated work experience inaccessible to those who have given birth and raising children to women, the duration of the working day and so on.
Wage gap
It is no secret that traditionally men get more, and argued these as absurd for modern families arguments that a man must contain his wife and children. In Europe, the phenomenon of "pink" and "blue" works has long been investigated, where men and women in different professions are observed. Moreover, it is worth a woman to come to the team where men work traditionally, as the prestige of this post instantly falls along with the salary. Patriarchal culture does not take into account that in the current families the husband and wife make money in the overall budget, then what is the meaning of low salaries for women? Try as a leader to achieve equal wage for both sexes and introduce additional earnings by performing extracurricular tasks.
Appreciate your professionalism
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Balance of work and personal life
Although studies have shown that the rupture of wages between men and women in the world is shrinking, it remains great for working mothers who actually suffer from a fine for paying the hospital. Companies should think about paying for children and older people and prevent employees to sacrifice the health of close to the company's progress. It should also be promoted by the culture of taking hospital fathers - to explain that this is not ashamed and they are equal to the degree with the mother are responsible for their children.
Culture of mentoring
A developed company should have developed a system of taking patronage over his employee by his senior colleagues. So a young worker should help with adaptation in the team, and a long-term employee - to suggest possible ways of development within the company. Moreover, it is important that men and women on both sides are participating in the exchange of experience - as mentors and as students. So workers from different commands will quickly get acquainted and will find a common language that will certainly affect the elimination of gender inequality within the team. And where is one prosperous company, there and the rest will catch up in the progression of culture inside the collective.
Strict control of Harrasimen
So far, in our culture there are phrases like "get to the post through bed", to expect the desires of girls to develop a career. In any organization of people before admission to work, it is necessary to check for adequacy and prevent panibrates in the team - permissiveness often goes into licenses. A system of psychological assistance should be developed by the staff who have been harmony, and the system of reports on such cases in the workplace - the problem must be solved, and not to close their eyes.