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Women in work: Equality, diversity & inclusion in the workplace, by Claire Robinson (Innovate UK Edge)

26 Nov 2021 CategoryURG and equal work conditions Author Umain Recommends
Originally published here

Gender parity and inclusivity in business 
Exploring the issues in greater depth, this article features a review of the latest research on women and other underrepresented groups in the workplace.
The article covers:

 

  • Gender equality in business - looking at the number of women in senior positions and how improvements can be made

  • The impact of gender quotas and targets in the workplace

  • Gender inequality, sexual orientation and race in business

  • The impact of career breaks and family commitments/care for women in work

  • How governments are pledging to end the gender pay gap

  • Initiatives for supporting female entrepreneurs

  • The disproportionate effect of the pandemic on women and other minority groups

  • The Inclusive International Innovation event

 

Read on for an in-depth analysis of some of the latest research on gender inclusivity... 

Gender equality in business - seniority

We’ve come a long way when it comes to equality in the workplace in terms of raising awareness of the problem, but we still have a long way to go to solve it. 

A 2020 report from the United Nations ‘The World's Women 2020: trends and stats’ suggests that globally, women held only 28% of managerial positions in 2019, a steady but slight increase from 2000. Some key points in the ‘Women in managerial positions’ chapter include: 

 

  • In countries in Northern Africa, Western Asia, Central and Southern Asia, the proportion of females in managerial positions barely reached 13%, a statistic that has not changed significantly over the past 20 years.

  • Women CEOs or top managers are even more scarce: only 18% of enterprises surveyed by the World Bank had a woman CEO.

  • Among Fortune 500 corporations, women accounted for only 7.4% or 37 out of 500 CEOs. Only 1 out of the top 500 corporations had a female CEO.

  • The bigger the enterprise, the lower the chances of it having a woman CEO: over 26% of small enterprises surveyed by ILO in 2018 (employing 2 to 100 workers) had female CEOs, compared with 16% of large enterprises (employing more than 250 workers). 

  • Enterprises with more women in their workforce are more likely to have a female CEO. Of the enterprises surveyed by ILO in 2018, enterprises with a gender-balanced workforce were 15% more likely to have a female CEO; and enterprises with a predominantly female workforce (between 61% and 100%) were 22% more likely to have a female CEO

 

 

Click here to read the full article

 

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