Perceptions of Gender Discrimination in the Workplace Views on gender parity at work from employees and employers

Transcription

1 Perceptions of Gender Discrimination in the Workplace 2018 Views on gender parity at work from employees and employers

2 Creating inclusive and diverse workplaces 2 #PressForProgress Investors in People believe that the way to unlock true business prosperity is to invest in the skills and talents of an organisation s entire community, regardless of gender. It has been two years since Investors in People last conducted research into the issue of gender parity and inclusion in the workplace. In 2016, our results showed that 83% of women felt that gender discrimination existed in the workplace, a significant figure which has been compounded by the results we have seen from our survey this year, with 8 in 10 women still feeling as they did in For the first time since it began monitoring gender parity, the World Economic Forum increased its prediction on the size of the gender gap, from 31.7% to 32%. This is the first time that the gap has moved in this direction since the annual report began in Indeed, women working full-time earn less on average than men in all major occupation groups, even those where women outnumber men. Paul Devoy Investors in People CEO As ever, it is my belief that if we fail to make the most of the inherent potential of our workforce, we are undermining our own national prosperity, as well as the working lives of those employees who feel a lack of true gender parity in the workplace. I am proud to say that two thirds of IIP s senior leadership team are women who have played a vital role in steadying the ship following our transition to a community interest company in Our success as an organisation is down to the fact that we embrace the skill and talent of every team member, no matter their background, gender or race. Gender parity encompasses everything from equality in maternity/paternity leave, to progression opportunities and skills development. Equality across all of these indicators is vital to staving off workplace discrimination. On behalf of Investors in People and International Women s Day, I pledge to be a champion of gender parity within my organisation, across the IIP Community and in the wider world. Investors in People are proud to support International Women s Day 2018

3 3 The case for change The World Economic Forum estimates that it will be more than 200 years before gender parity is reached 3. According to the ONS, women earn less than men across all major occupations 1. Globally, the gender gap has widened this year; the first time since the World Economic Forum annual report began in The average remaining distance to gender parity is now 32%, up from 31.7% last year. The current pay gap between men and women in full-time work is 9% in favour of men. Men even earn more in occupations where they are outnumbered by women 2. Gender parity is closer in some areas than others; it is expected that we will have equality in education by Ibid Ibid.

4 4 Headlines This year s headline results reveal that perceptions have not evolved substantially since Investors in People s last report into workplace gender discrimination in There has only been a 3% reduction in the proportion of women seeing the presence of workplace inequality and a 4% drop for the perception across all workers. In two years this is a relatively nominal fall, suggesting that there is still far more to be done to achieve workplace parity. Perceptions of gender discrimination across different demographics Percentage of UK workers believe that gender discrimination in the workplace exists Percentage of female workers believe that gender discrimination in the workplace exists Percentage of male workers believe that gender discrimination in the workplace exists 67% 75% 80% Do you think that instances of gender discrimination in the workplace are overestimated? YES15% NO 54% Percentage of young workers believe that gender discrimination in the workplace exists Percentage of UK workers have experienced gender discrimination in the workplace 43% Percentage of young UK workers have experienced gender discrimination in the workplace Percentage of married people have experienced gender discrimination in the workplace 50% 88% 60% YES 31% NO 40% Men are more than twice as likely to say that the presence of gender discrimination in the workplace is overestimated

5 5 Perception vs fact One of the main challenges undermining the work that s being done to bring about gender equality is perception versus reality. Below are some statistics which show the disparity between what people think about workplace equality, versus the reality. We ve used perceptions of equality in the highest ranks of the workforce as well as those on pay gaps and salary to evidence the discord between fact and fiction. What percentage of FTSE 100 CEOs are women? Perception: 25% 22% 15% 8% 2% 1% of people asked believed 5% or less of FTSE CEOs are women of people asked believed 10% of FTSE CEOs are women of people asked believed 20% of FTSE CEOs are women of people asked believed 30% of FTSE CEOs are women of people asked believed 40% of FTSE CEOs are women of people asked believed 50% of FTSE CEOs are women Fact Currently, 7% of Chief Executives of FTSE 100 companies are women. What is the difference in pay between men and women working full time? Perception: 17% of respondents believe its 26% or less 25% of respondents believe its 19% or less 20% of respondents believe its 9% or less 14% of respondents believe its 14% or less Fact According to the ONS, women working full time earn 9% less than men who work full time. Perception: 43% of Fact people believe that men are more likely than women to benefit from performance-related pay Green & Heywood (2010) found that women are less likely to engage in Performance Related Pay (PRP) schemes because of the other demands on their time.

6 6 Work-life Balance This year s survey also revealed that the gender motivated discriminatory experiences of workers varied in relation to their home-life factors. For example, the experience of parents is different to that of single people with no children and the statistics reflected this. Parents with children at home were nearly 10% more likely to say that instances of gender discrimination in the workplace were overestimated. I feel that my manager supports my career expectations Workers with no children Workers with children who no longer live at home Workers with children at home 43% 41% 47% Employees with children who still live at home feel most supported by managers wanting to help them reach their full potential. Do you think that gender discrimination is inherent in the workplace? Yes, it is inherent Yes, but only marginally Yes, but only in jest Yes, other No I m not sure 6% 4% 4% 9% 12% 10% 7% 5% 10% 10% 10% 13% 14% 13% 11% 15% 23% 22% 25% 32% 30% 32% Key 39% Single 46% Relationship Married Divorced Nearly a fifth of workers with children at home say that their gender has impacted their working hours, compared to just a tenth of workers with no children. People with no children were least likely to think that gender discrimination is dealt with convincingly in the workplace. Parents with children at home were most likely to say that maternity leave negatively impacts career progression (24%).

7 7 Tackling Inequality We asked a series of comparative questions, attempting to ascertain the extent to which people feel that gender discrimination is actively tackled within their workplaces. Our results showed that across the board, women are less likely to feel that the Government is doing enough to tackle gender inequality just as they are less likely to feel that gender discrimination in their own workplaces is dealt with convincingly. I feel that gender discrimination in my workplace is dealt with convincingly Strongly agree Somewhat agree Neither agree nor disagree Somewhat disagree 10% 10% 13% 17% 27% 31% 40% 44% Strongly disagree 5% 8% Female Male The UK Government is doing enough to tackle gender discrimination in the workplace In my experience gender discrimination in the workplace is acceptable Strongly agree 5% 9% Strongly agree 5% 7% Somewhat agree 19% 27% Somewhat agree 16% 15% Neither agree nor disagree 39% 40% Neither agree nor disagree 25% 28% Somewhat disagree 20% 28% Somewhat disagree 23% 25% Strongly disagree 5% 8% Strongly disagree 28% 31% Female Male Female Male

8 8 Variance by region This year s results revealed clear distinctions across the different regions of the UK in terms of how gender discrimination was perceived and experienced. For example, workers in Northern Ireland were least likely to say that gender discrimination exists, but yet had the second highest proportion of workers who had actually experienced it. This suggests that although workplace gender discrimination is perceived to be lower in some regions, the instances where it occurs might be more impactful. I agree that gender discrimination in the workplace exists I have experienced gender discrimination in the workplace East Anglia 77% East Anglia 46% East Midlands 77% East Midlands 53% London 76% London 43% North East 76% North East 27% North West 71% North West 40% West Midlands 75% West Midlands 44% Scotland 70% Scotland 44% Wales 75% Wales 45% South East 72% South East 46% South West 72% South West 43% Northern Ireland 60% Northern Ireland 50% Yorkshire & The Humber 71% Yorkshire & The Humber 45%

9 9 Insight by Sector This year s sectoral split yielded interesting insights into the industries where gender discrimination is most potent. We looked at indicators like perceptions of pay equality and instances where discriminatory behaviour was experienced and how it was experienced. The results evidenced clear distinctions across sectors. Information research and analysis Science and Pharmaceuticals The sectors where workers are most likely to believe that men and women earn the same 36% 25% Marketing and PR HR Charity The sectors where workers are least likely to believe that men and women earn the same 0% 4% 7% Media Journalism Law Enforcement The sectors where workers were to say they had experienced gender discrimination that was not in jest 44% 67% 43% Financial sector Percentage of finance sector workers who believe that gender discrimination exists in the workplace 74%

10 10 Our experts say... We need to shift our thinking from what is to what could be. Organisations need to challenge all of their norms to be truly inclusive. Rachel Donath Head of Learning & Development for Mills & Reeve LLP We believe in empowering women so that they can have an even platform within the workplace and be treated equally in relation to positions, pay and status. This is particularly important this year as we celebrate 100 years of women vote. Fionnuala Shannon Director of Operations, Dress for Success Hospitality offers fantastic opportunities for anyone, male or female, to develop their skills and advance their career. It s an industry where you can enter with minimal qualifications and where progression into management and leadership roles can be swift. At Whitbread we are working hard to create a culture and conditions where women have the opportunity and the confidence to make the most of what the industry has to offer and aim high when it comes to their careers. With the pay gap rising for the first time since reporting began and with 88% of young workers believing gender discrimination exists, we not only need to think in terms of equity for the current generation, but have a responsibility to secure a fairer future through changing policy and perception. Elly Tomlins Group Talent and OE Director Whitbread PLC Lesley Uren Senior Client Partner, Korn Ferry, Hay Group

11 11 Our experts say... Rebekah Wallis Director of People & Corporate Responsibility, Ricoh At Ricoh UK, diversity & inclusion play a hugely important role in our people strategy which runs throughout our overall organisational strategy to ensure we meet our longer-term business objectives. We operate within a traditionally male industry and, like many organisations within the technology sector, we can suffer from a lack of gender representation across certain occupational roles and at leadership levels. However, as our business transforms to continually meet our customers ever-changing needs, we are embracing the benefits of a gender diverse workforce: greater diversity of thought bringing greater innovation and new ideas plus increased collaboration and a more inclusive and positive culture where all individuals feel truly valued and respected. All of this results in higher levels in engagement and increased productivity, which leads to more satisfied and happier customers and more sustainable business opportunities for Ricoh. For us, gender diversity is not optional; it is essential to our long-term success. Sex discrimination is far too common in workplaces today. With gender pay reporting now compulsory, companies must get better at stamping it out. Everyone deserves equal pay in a workplace free of sexual harassment. But we need to go beyond the bare minimum. Good-quality flexible working and paid parental leave need to become the norm. By working together with unions employers can boost productivity and hang on to talented staff. Frances O Gray General Secretary, TUC It makes no sense in this day and age that our gender determines whether we work in technology and engineering (the highest paid occupations) or health, social services or education (which don t pay as well). Investing in people should mean giving everyone opportunities to realise their potential in the field which best suits their interests and abilities. A gender balanced workforce is better for everyone. Helen Wollaston CEO, WISE

12 12 What s the trend? Since Investors in People first carried out research into gender inequality in the workplace there has been an evolution in opinion. In three years the percentage of woman believing that workplace gender discrimination exists has fallen by 8%. Although this trend slowed between , progress has still been made. More significantly, in two years the proportion of employees who feel that their organisation has a culture of encouraging gender equality has increased by 10%, suggesting that businesses are paying attention and addressing the issue. It is positive that progress is being made, although there is still far more to be done to achieve workplace parity % of women believe gender discrimination exists in the workplace % of women believe gender discrimination exists in the workplace 80% of women believe gender discrimination exists in the workplace % 51% of employees feel their organisation has a culture of encouraging gender equality of employees feel their organisation has a culture of encouraging gender equality

13 13 Methodology A poll of 1000 employed men and 1000 employed women in the UK was launched on 24 January 2018, closing on 28 January Data was captured via an online survey carried out by research organisation One Poll. For more information about this survey, or to access additional data sources and press information, please contact press@investorsinpeople.com or call

14 14 Set a high Standard Leaders looking to build inclusive, diverse workplaces with opportunities for all need to find a way to set clear expectations, measure progress and constantly improve. The Investors in People Standard focuses on recognising these inclusive, diverse and values-driven organisations. The workforce is diverse and reflects the communities and markets the organisation serves Leaders are active role models, leading by example and trusted by people in the organisation The organisation s values are at the heart of everything it does People are empowered to challenge the status quo to improve the organisation s performance There is a culture of appreciation where people feel valued and are recognised for their efforts and performance

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