Gender bias in the workplace must be fixed, and there are many ways to eliminate it with better data.

Gender bias has been a problem within the workplace for years. From unequal pay to leadership positions, employers are struggling with ways to reduce inequality (and have been for a long time).

Gender bias in the workplace doesn't only hurt women, but it hurts companies and organizations with regards to lower employee engagement, reducing productivity and rising overhead costs. And to make matters worse, gender biases are not intentional like race and racial biases; they are largely unnoticed. They are subtle, unconscious, and unintentional.

Identifying gender gaps is one of the most important things you can do to eliminate gender bias. With MERIT500's accurate and reliable gender data and statistics, companies and organizations can develop anti-bias strategies that work.

Let us have a look at some strategies to eliminate gender bias with better data:

Support women into more senior roles

Over the years, many factors have been attributed to the under-representation of women at senior levels.

No matter how successful they are, one thing prevents many women from reaching their potential: a lack of support. Many companies are trying to get more women into senior management positions but are failing to help them progress.

The MERIT500 database contains a wealth of untapped information about women, making it easy to locate candidates with board and management experience. You can also shortlist the most suitable candidates to ensure gender diversity in your firm.

Implement gender-neutral recruitment processes

You can have a positive impact on your entire business by ensuring your recruitment process is fair and unbiased. Females are under-represented at the top table, which shows that females are an untapped talent pool from which to draw. The recruitment process can be made fair and impartial when companies establish a diverse shortlist of potential candidates, conduct standardized interviews, anonymize resumes, and use blind evaluation processes.

Review salary scales and standardize pay

Salary reviews should be performed regularly to ensure gender and racial equity.

In recruiting, pay ranges should be determined based on years of experience and special achievements, not on how well the candidate negotiated their last pay package.

With M500 exclusive remuneration reports, you can implement a fair pay structure to prevent workplace inequality.

Conclusion

While companies are promoting gender equality, some companies are still not implementing strategies to broaden their talent pools and question historical practices when it comes to senior appointments.

We firmly believe that those with the right attributes should hold a leadership position. Providing leadership positions to deserving candidates, regardless of their gender, is a great way to promote gender equality and eliminate unconscious gender bias.

Feel free to reach us to get more accurate and reliable ongoing gender data.