Why the Pursuit of Workplace Equality Must Move Beyond Quotas to Empower Women

Forward-thinking companies must expand their gender equality commitments beyond hitting recruitment quotas and salary enhancements.

31% of HR decision-makers agree that it is harder for women to progress in their organisation than men, it is safe to say that pursuing gender equality in the workplace needs to remain an ongoing priority for businesses, one that extends far beyond their recruitment practices or pay.

"While some companies rely on ‘‘tick boxes’’ to measure their commitment to change (..) it’s important to recognise that recruitment is merely the beginning of the journey towards workplace equality," writes Lisa Owens, Managing Director in global legal search firm Major, Lindsey & Africa.

In this article, Owens presents a compelling argument for redefining and expanding the approach to gender equality in the workplace. She emphasizes that achieving genuine gender equality involves moving beyond achieving diversity quotas and pay improvements, advocating for a multifaceted strategy that includes sustained career support, salary transparency, and innovative flexible working policies.

Here are a few takeaways:

• Addressing Intrinsic Biases. Intrinsic biases persisting from the beginning of a woman’s career hinder their progression. The article stresses the importance of addressing these biases and challenges at every stage of a woman's professional journey.
• Importance of Salary Transparency. Salary transparency is identified as a crucial tool for closing the gender pay gap and enhancing trust within organizations.
• Empowering through Flexible Work Arrangements. Flexible work arrangements, particularly hybrid working, are seen as essential in empowering women by enabling a balance between caregiving responsibilities and professional growth.

Lisa Owens is a Managing Director in global legal search firm Major, Lindsey & Africa’s EMEA In-House Counsel Practice.

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