Organizations Are Still Far Away from Achieving Gender Parity in Leadership

Organizations Are Still Far Away from Achieving Gender Parity in Leadership

Although enterprises have made a case for gender equality, there is still a long way to go in terms of taking action towards achieving it.

The Global Gender Gap Report 2020 says only 36% of senior roles and 18.2% of top-level managers are women. These figures make us wonder what role are organizations across the globe playing in achieving gender parity in leadership.

Along with under-utilizing technology to achieve gender parity, enterprises also need to set up public policies that are creating programs for bringing the change. Ensuring diversity of mindset results in good business as it brings different perspectives to the table, thereby leading to delivering solutions that solve customers’ problems.

A majority of corporate leaders believe they are already addressing gender equality. However, conscious and unconscious biases are major obstacles in this journey. The workplace gender gap continues to grow, for example, in the case of workplace policy regarding maternity leave. Organizations need to develop policies that support women and men as parents, with sufficient paid maternity and paternity leave.

As per experts, diverse teams bring value to organizations and they outperform those without a more equal gender balance. However, several studies have shown that women, people of color, LGBTQ+ people and those with disabilities remain vastly under-represented in senior roles. Using data-driven insights, companies can take informed decisions, set clear diversity and inclusion goals thereby, driving accountability from leadership across all verticals.

A report from Mercer, ‘When Women Thrive 2020’ says a significant gap persists in data-driven and evidence-based decision-making. More than 80% of companies say that improving diversity and inclusion is high on their agenda, however, only 64% track gender representation. In order to ensure diversity is being prioritized, companies can start reviewing emerging roles that will be critical to the growth. They can also use data to review the impact of digital transformation on the workforce to make sure no group is affected. At the end, creating a workplace that enables digital upskilling and inculcates
a new way of working is essential to empower employees.

Lastly, organizations need to ensure women do not fall even further behind in leadership roles and equal pay. The 2020 Global Gender Gap Report also says women are highly represented in roles hit hardest by automation. Women tend to have shorter careers, earn lower wages, and take more time off work to care for children. Enterprises globally should look through a gender lens to review changes that are needed in the workforce strategy to develop reskilling and transition plans.