Equal Pay, Equal Opportunity: Building a Workplace for Women

Women’s rights have always been extremely important to me. I have considered myself a feminist from a young age- refusing to do a dance recital at age 4 because they required me to wear fishnet tights, or not allowing a stranger to get close enough to measure me.  As a small child, these acts of defiance were my equivalent of burning my bra. Without women’s rights, there truly is no equality, and that has been a big core value of mine from the start. Human Resources shouldn’t exist without the belief in ethics and equality.

But here's the thing that continues to enrage me: gender roles still manage to sneak into the workplace, often starting with the hiring process. Women are sometimes boxed into the role of primary caregivers, and this assumption can overshadow everything else. Balancing a demanding job with caregiving responsibilities can feel like an uphill battle. I've seen far too ofte talented women exit the workforce because the cost of childcare often outweighs their earnings.

According to the most recent data, women in the U.S. earn about 82 cents for every dollar earned by men, a gap that widens further for women of color. The gender pay gap persists despite the Equal Pay Act being passed over 60 years ago. This stark disparity underscores the urgency for change.

Let's shift gears and dive into some practical advice for fellow small business owners on ways you can start to uplift women in the workforce:

Ditch the Bias When Hiring: Even though it's illegal to ask about age and family plans, biases can still seep into the hiring process. I've witnessed cases where excellent female candidates were passed over due to assumptions about future family plans. It's important to emphasize that this not only goes against ethical principles but it's also against the law. A candidate's personal life is off-limits. Remember, diversity in perspectives adds value that no bias can match.

Policies for the Whole Family: Create or revamp your Parental Leave policy. Could it be more comprehensive? Think about offering a phased return to work or enhancing state-offered leave benefits. Just remember, be consistent with the benefits you’re providing to each employee. The recently introduced Pregnant Workers Fairness Act is a step towards decency, yet it's a sad realization that such regulations are necessary. If you have a smaller team, mirror these principles in your policies—accommodate pregnancy-related needs with flexibility and empathy.

Embrace Flexibility: While having core business hours is important for operational efficiency, incorporating flexibility around those core hours can greatly benefit working parents and caregivers. Trusting your team to manage their time responsibly can lead to improved productivity and morale. If this level of trust is lacking, there might be underlying issues to address.

Thoughtful Benefits: While a comprehensive benefits package might not always be feasible for small businesses, consider implementing an Employee Assistance Program (EAP). EAPs cover a wide range of support areas, including mental health and financial guidance. This can significantly contribute to your employees' well-being without burdening your resources.

Equal Pay, Equal Respect: Equal and fair compensation for women isn't just about numbers on a paycheck. It's a demonstration of respect for their skills and contributions. According to a 2024 report by the Institute for Women's Policy Research, closing the gender pay gap could add an estimated $512 billion to the U.S. economy. It's a cornerstone for creating an inclusive and thriving workplace.

Lastly, and arguably the most important….

Create a Fair Workplace!

Transparent Salary Structures: Make salary ranges and criteria for raises and promotions transparent to all employees.

Regular Pay Audits: Conduct regular pay audits to identify and address disparities.

Unbiased Performance Reviews: Implement structured and unbiased performance reviews to ensure fair assessments and promotions.

While creating detailed leave policies might pose challenges for small businesses, remember that creativity can lead to solutions that work for both attracting talent and maintaining business operations. Having trouble finding what solutions are best for your business? I’m here to help!

Supporting women in the workplace involves a continuous commitment. Let's remember that the most impactful change starts with paying women fairly and equitably for their expertise. Equal pay isn't just a goal—it's the foundation for a workplace where everyone can thrive. Together, we're not just building businesses; we're building a legacy of empowerment, progress, and positive change. 🌟🌍👩💼🤝

#WomenInBusiness #EqualityMatters #SmallBusinessEmpowerment