Beyond the Hashtags: Gender Equity in Focus – CHROs, How Do We Accelerate?

The echoes of #MeToo and #TimesUp resonated in every corner of the world back in 2017. These were not just hashtags but movements that challenged the status quo, shattered silences, and brought to light the deeply rooted systemic discrimination against women. TIME's recognition of The Silence Breakers was emblematic of the seismic shift in society's consciousness.

Yet, fast forward to Spain’s recent women’s football World Cup win, where Mr Rubiales's actions led to the rise of #SeAcabo (It’s Over). This underlines that, while we've covered significant ground, the journey towards complete gender equity remains fraught with challenges. See my blog on why Spain's Women's World Cup Victory is “more than a title.”

In the heart of Singapore last week, at the People Matters TechHR Conference 2023, I had the privilege to dive deep into these challenges. The insights from our esteemed panelists, Peck Kem Low and D N Prasad, PCC. IHRP-MP. , were not only revelatory but also hopeful. The figures are alarming, but the growth, as highlighted by the LinkedIn Economic Study 2023, signals a positive direction. The rise in the percentage of women directors in Singapore's top companies further amplifies this sentiment.

Yet, the urgency for change becomes even more palpable when we consider some stark figures. The Asian Development Bank reports that in Southeast Asia, most women earn between 30% to 40% less than their male counterparts. In Singapore, women earn 14.4% less than men, while in Cambodia the disparity rises to a concerning 34%. Such figures underscore the importance of our collective actions, not just in bridging the pay gap, but in dismantling all forms of gender inequities.

Despite these figures, the reality remains stark - it's still a Ken's world where women juggle between societal expectations and professional aspirations.

In the year of Barbie, life isn’t plastic and it’s not fantastic.

The Way Forward

Bridge the Pay Gap: Transparency is the first step towards accountability. Mandating the reporting of gender pay disparities will shine a light on underlying issues and drive necessary interventions. The dialogue spurred by these revelations will be the foundation on which changes are initiated. See map below on current reporting obligations by country.

"Gender pay obligations accelerate dialogue, foster conversations, and speed up action."

Empower Women in Leadership Roles: Empirical evidence suggests companies helmed by female leaders are more valuable in the post-MeToo era. Their propensity to enforce accountability fosters an environment where women feel valued and safe, thus positively contributing to the organizational fabric. Research by University of Glasgow and Leicester shows that companies with more than 30% female executives were more likely to outperform companies that don’t.

Relentlessly Drive a Harassment-Free Environment: Research led by Caroline Coly from Bocconi University reveals that, post-2017, there's been a notable increase in women departing organisations due to harassment fears. Additionally, several studies indicate that not just the victims, but other female employees as well, are more likely to exit firms where incidents of male aggression towards women are reported. Organisations need to recognise that curbing harassment isn't just a moral imperative but also a business one. The ones that do that, relentlessly, will benefit from a wider pool of talent & being able to outperform competitors.?

In conclusion, while the past five years have been transformative and the rate of change is increasing, the road ahead requires consistent effort, advocacy, and tangible actions.

In this cartoon the little girl asks her grandmother, “Granny, tell me how did we win the World Cup?” The grandmother answers, “We didn't just win the World Cup, my dear, we won much more.”?

The movements have set the stage; now, it's up to organisations, policymakers, and each one of us to play our part and script a more equitable tomorrow.

What else is needed to accelerate this change? Add in your comments and let’s take this shift from #hashtag to action!