On March 8th we celebrate International Women’s Day. It is a celebration of women’s achievements. It is a celebration of the progress that has been seen in Canada and many other parts of the world toward greater gender equality. It is also a day when we are sharply reminded how much more needs to be done. 
 
This International Women’s Day, we are giving away a Free HR Policy bundle that includes all the essential policies employers need to create an ideal workplace for women. 

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So, why do we celebrate international women’s day? Simple…because we still have a long way to go. See for yourself.  

While many barriers and biases toward women have declined over the years, gender inequities continue to create problems in the progress of women’s careers. Even in 2022, women are sometimes relegated to gender-specific job roles and denied opportunities, recognition and career advancements.  

Why is gender equality so difficult to achieve?  

If we know men and women are equal, why is that not reflected in our representation, wages, and in our board rooms or front offices? It is not a complicated answer – although some would like to make it seem that way. The truth is that people who have power typically do not want to relinquish it. For centuries, governments, business, infrastructure, etc. have been built and led by men. What this means is that men got a big head start and we need to level the playing field. Here are three key suggestions on how to do just that.  

1. Amend hiring practices to increase diversity

Gender inequality exists, in large part, due to systemic barriers that women face daily. The recruitment process is no exception. Companies first need to place a priority on creating and hiring a gender-diverse workplace. Workplaces would ideally reflect our society and representation. Creating a diverse and inclusive culture is fundamental to moving the needle on gender diversity.  

Once you have the vision, you need to make it possible. Here are just a few ideas to get you started: 

  • Ensure that you have a diverse hiring team 
  • Cast your nets for candidates in diverse, gender-specific sources 
  • Offer fair and measurable compensation 
  • Ensure your job description and posting promote gender equality 

2. Fix the compensation gap

Did you know that despite Canada’s pay equity legislation, women still earn less than men on average? A report by Statistics Canada shows that women make approximately CAD 0.88 for every dollar earned by men (as measured by the wage ratio method).  

I just mentioned that offering fair and measurable compensation is, in fact, necessary if you want to create diverse recruitment processes. So how do you ensure your compensation structure is achieving this goal? Examine your own environment. How many existing female employees do you have that get paid less than their male counterparts for doing the same work? 

This step takes awareness and a willingness to make it happen. Here’s how: 

  • Make it measurable. Pay equity is ‘the law’ in Canada; job equity is the next step. Every employee, man or woman should be paid the same amount for the same work. 
  • Create a compensation system/bands that are transparent. If all employees make the same wage for the same work, why the secret? 
  • Ensure raises, performance incentives, etc. are measurable, defined, justifiable and equally accessible to ‘all’ employees. 
  • Stop asking the questions ‘what did you make at your last job?’ or ‘what salary range are you looking for?’ during the recruitment process. Remember that wages for women have historically been lower than men. Hence, when you ask these questions, you are getting answers based on historical inequity. Pay new hires based on what the job is worth, not based on how cheaply you can get a woman to do it for. 

3.  Make your leadership a reflection of your commitment to diversity 

This is where the rubber hits the road in my opinion. There is no doubt that women have made tremendous strides over the years, which is a reason to celebrate indeed. But don’t forget that celebrating something is also about creating awareness. This fight is far from over: gender equality is a battle and the war is far from won. Even though women have become well represented in the workplace, their presence at the leadership table does not reflect the same progress. Consider these key statistics. 

The inadequate and inequitable representation of women in our decision-making positions is perhaps the most immediate and pressing issue that must be addressed to achieve gender equality. Here is how to gain ground: 

  • Promotions are no different than recruitment; they are recruitment from within. Ensure that your criteria, decision-making processes, and persons who make the decisions are both diverse and place an emphasis on gender diversity. 
  • Put in place career development plans specifically for female employees who aim to rise into senior leadership. 
  • Commit to your gender diversity goals by committing to women employees in formal succession plans. 
  • Actively recruit women employees who possess the skill set to either be in a leadership role immediately or develop into a future leader in your company. 

International Women’s Day is a celebration of all that society and, most importantly, the women in society have had to endure, how diligently they have fought, and the significant heights that women have achieved. It is a day where we should examine the past and then look forward to the future with a vision … A vision that would see ‘all’ genders being treated equally, paid equally, respected equally. That is a day worth celebrating.  

Important Policy Resources  

In order to provide you with resources you may use to create vision and change within your workplace, HR Covered has compiled several essential policies that will help you create a better workplace for women. 
 
Download all these policies in editable format for free! 

 1. Diversity, Equity & Inclusion

A policy to state that your organization recognizes its responsibility to build and maintain a diverse, respectful workplace, free from all forms of harassment, including sexual harassment, in which the dignity and self-respect of every person is valued.  

2. Pay Equity Policy

The purpose of this policy is to demonstrate an organization’s dedication to Pay Equity, or providing equal pay for equal work, as legislated under the Employment Standards Act, 2000 (ESA). 

3. Human Rights and Discrimination Policy

The Human Rights and Discrimination Policy of an organization states that it is committed to upholding the Human Rights of all its employees. Specifically, the organisation will ensure that every employee has a right to equal treatment under the protected grounds and aspects of employment established by law. 

4. Hiring Policy
The purpose of a hiring policy is to outline the processes an organisation will follow to ensure its hiring practices are fair, consistent, equitable, in line with all applicable legislation such as the provincial law, and the Employment Standards Act, and committed to the principles of equality and diversity in the workplace.  

5. Workplace  Anti-harassment Policy

The percentage of women among workplace harassment victims is high compared to men. The anti-harassment policy discusses workplace harassment, bullying, and discrimination, and is required by law.

6. Workplace Anti-Violence

The purpose of this policy is to show that an organisation is committed to providing a healthy, safe, and supportive work environment that is free from workplace violence and will not tolerate any such incidents that are perpetuated by or against an employee, client, volunteer, vendor, or visitor.

7. Protected Leaves Policy

The purpose of this policy is to outline the job-protected leaves employees have a right to take under the ESA so that employees know their rights, and the organisation manages employee leave in a fair and consistent manner. The protected leaves are: 

  • Pregnancy Leave 
  • Parental Leave 
  • Sick Leave 
  • Bereavement Leave 
  • Family Responsibility Leave
  • Family Caregiver Leave 
  • Family Medical Leave 
  • Critical Illness Leave 
  • Child Death Leave 
  • Crime-related Child Disappearance Leave 
  • Domestic or Sexual Violence Leave 
  • Organ Donor Leave 
  • Reservist Leave 
  • Jury Duty Leave 

8. Right to Disconnect
This recently introduced legislation in Ontario requires organizations to commit to ensuring employees are able to maintain an appropriate work/life balance so they may fulfil their work responsibilities and their family responsibilities. Download a preliminary version of the Right to Disconnect Policy. 

9. Code of Conduct
The purpose of this policy is to outline an organization’s expectations when it comes to the behaviour and conduct of its employees. Employees of the organization are expected to behave in a professional and courteous manner toward the organization, fellow employees, our clients, and the public at all times.

 
Download the Essential HR Policy Bundle for Free! 

Darcy Michaud is the Managing Director of Consulting at HR Covered, the trusted HR advisor of 180+ Non-Profit Organisations in Canada, helping them with their critical HR functions such as HR Compliance, Health & Safety, Documentation, Training, HR Outsourcing, Recruitment and Consulting. For more information on how our Human Resources Experts can help with your HR needs, please view our website at www.hrcovered.com or email us at info@hrcovered.com.