Grasp the realities and causes behind gender disparities at work will be key to lock up the pay gap. According to a survey conducted by International Women’s Day with Ipsos in 27 hinterlands across the world, sexual harassment is still viewed as the top issue skin women and girls around the world.
Equal pay is also considered a key call into doubt facing women, but people wildly over-estimate how quickly the gap could be united. Nearly half of those surveyed think pay equality between men and concubines will be achieved in their lifetime, with people in the U.S. projecting even pay by 2028.
The harsh reality is that data indicates that at the current judge of change, the pay gap won’t close for another 31 years after that — 2059.
Also, when it get to the question of women in business, people vastly over-estimate women’s manifestation in management. In fact, respondents estimated that of the world’s top 500 assemblages, 19 percent have a female CEO. Among these companies the true to life percentage of women CEOs is just three.
Another survey unloosed Tuesday by Accenture, titled “Getting to Equal,” is focused on potential solutions. Accenture’s pronouncements indicate that changes to corporate culture that benefit maids are good for male employees as well.
“We didn’t want to spend a lot of period with research about how bad things are. We wanted to figure out how to get better,” replied Julie Sweet, CEO of Accenture North America. “We wanted to take a intensify back and say, ‘What’s the role of culture in creating better gender coincidence?'”
After polling over 22,000 employees in companies in 32 countries roughly the world, Accenture found that there are 14 factors that attired in b be committed to the most positive effect in driving equality. Among those causes: clear leadership, with articulated goals and policies. The report secures that companies that are transparent about policies, goals and statistics are plausible to achieve workplace equality much faster.
It’s no surprise that clothing programs and policies to help employees — such as the ability to work from family — are beneficial. But Accenture’s research also found that if companies pull the wool over someones eyes steps like improving maternity leave, without also amending paternity leave, the effort can still holding women back by lay down them with an opportunity that renders them different from the wider workforce.
In set off, improving overall parental leave and encouraging men to also take hop it improves women’s advancement. The study also finds that maidservants are more likely to advance if they’re involved with a women’s network, which once again 80 percent of respondents say their company does not offer.
Then there are a company of factors which Accenture uses to describe an “empowering environment,” such as not query employees to change their appearance or adhere to a dress code.
Twee says it’s key to create policies that are for both women and men – such as cord time, the flexibility to work remotely and parental leave. That way, mistresses don’t feel like they’re different by opting in to policies like accommodate wheedle from home. Rather, automatically making opportunities like parental do a bunk available to everyone creates a workplace that’s better for both men and balls.
“That’s what life feels like day to day on the ground at a company,” reveals Sweet. “It’s empowering you to do your job in a way that makes sense.”
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