The benefits of gender diversity in the workplace

Diversity in ideas and thinking is vital to a businesses’ success, and great leaders understand that – which is why they use diversity to nurture growth, not restrict it, explains the team at SplashHR

The premise

The Covid-19 outbreak and its simultaneous effects on organisations have ushered a deep sense of ambiguity for all. Most people faced stress, anxiety and panic while adjusting to the new means of remote working and taking care of their families at the same time. In the new normal, employees are looking towards business leaders to give support and direction over crucial issues, including job safety and lay offs.

For this reason, diversity and inclusion has become imperative. To succeed in this new normal, it has become essential to redefine the entire idea of diversity in the workplace.

What is gender diversity in the workplace?

Gender diversity in a workplace means that men and women are hired at a comparable rate, paid evenly, and given the same working opportunities with equal promotions.

Women account for 40 per cent of the global workforce, yet only about 5 per cent of those are in the upper management positions. Even then, yearly salaries for men in the same positions are not similar.

Why is gender diversity in the workplace important?

Gender diversity is essential. Warranting fair representation of women in the workplace can have positive outcomes across the organisation.

Excellence does not discriminate between genders. Instead, it identifies skill and good management. That is why the most respectable organisations are open to a diverse and equitable work environment, promoting gender equality.

Benefits of gender diversity in the workplace

  • Diversity in age, ethnicity, and race goes a long way
  • Varied perspectives
  • Improved collaboration
  • More comprehensive talent pool
  • Increased staff retention
  • More innovation
  • Enhanced productivity
  • Flexibility
  • Reliable workforce
  • Content employees
  • Better customer targeting
  • Improved quality of life

Closing thoughts

Organisations can close the gender gap by making equality a decisive objective, just like any other business objective. Business leaders need to build a culture that promotes safe interaction so topics like inequality can be discussed sincerely. Read the entire blog post here.

Join the CIPD People Analytics Conference on 19 October 2021, in London and online, where SplashHR is a trailblazer sponsor. Add the session Tackling recruitment struggles with analytics at 10.20am (BST) to your agenda and meet the team at the event by pre-booking a meeting.