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Author: Shelagh Prosser


  • To create an organisation that provides equal opportunities for women and men, the possibilities open to them to participate and reach their full potential in the workplace should not be defined by their gender. (See What is gender equality?)
  • Evidence demonstrates that the experiences of men and women in the workplace are often not equitable, particularly in respect of progression and pay. (See The disparity between men and women at work)
  • Gender diversity brings different approaches and perspectives which can improve creativity, innovation, problem-solving, employee morale and retention. (See The importance of gender diversity)
  • The barriers to gender equality in the workplace include gender bias (unconscious and conscious), a lack of flexible working, the gender pay gap and occupational segregation based on gender. (See Barriers to gender equality, diversity and inclusion)
  • Employers first need to identify the barriers to gender equality, diversity and inclusion in their organisation and then develop measurable actions that will lead to sustainable change. (See Monitoring)
  • Employers should review their policies and procedures to ensure that they are free from gender bias and take action to mitigate any adverse impact. (See Policies and procedures)
  • Employers should review requirements regarding dress and appearance to ensure that these do not unfairly discriminate on the grounds of gender. (See Dress codes)
  • The senior managers of an organisation have a significant influence on its culture, so they should take positive steps to actively support gender equality, diversity and inclusion. (See Leadership)
  • Giving assistance to new mothers may encourage them to return to work from maternity or adoption leave. (See Supporting parents)
  • Employers should be aware of how domestic violence can impact on the workplace and provide guidance to managers on how to help employees who may be experiencing abuse. (See Supporting employees experiencing domestic violence and abuse)
  • Employers should take steps to improve the workplace for female employees experiencing menopausal symptoms. (See Supporting employees who are experiencing menopausal symptoms)
  • Screening job descriptions and person specifications for bias, using gender-neutral language, diversifying recruitment methods and instructing recruitment agencies to provide a gender-diverse pool of suitable candidates are some of the actions employers can take to improve gender equality, diversity and inclusion. (See Recruitment and selection)
  • Training on sex discrimination and gender awareness, and taking steps to ensure that decisions are made transparently and objectively, can help to minimise conscious and unconscious gender bias and discrimination. (See Addressing gender bias and discrimination.)
  • Employers should monitor and review the gender profile of their workforce and take action to address under-representation. (See Addressing occupational segregation, Gender diversity on boards, Talent management and Mentoring and coaching)
  • Supporting involvement in internal and external women's networks can help an organisation to support its female employees and engage male colleagues as allies. (See Networks)
  • External campaigns focused on workplace gender equality, diversity and inclusion can be a source of good practice for employers and a way of benchmarking progress. (See Gender-diversity campaigns)