Gender Equity Workplace: How Far Are We From Creating It?

#EmbraceEquity is this year’s International Women’s Day (IWD) theme. The theme suggests equality is no longer enough. Instead of providing equal opportunities, equity allocates appropriate resources that meet each individual’s circumstances. 

The focus on equity could not be more relevant when addressing harassment in the workplace. The same support for men and women in dealing with harassment is no longer enough when they are experiencing different circumstances.

Shocking statistics on sexual harassment

Studies show women’s harassment experiences in Hong Kong and the global workforce are rising.

Deloitte’s Women@Work 2022 report indicates that most women (59%) experienced harassment or microaggression in the workplace last year. The study surveyed 5,000 women in the workforce from 10 countries, including China, India, and Japan, in early 2022. The finding also indicated an upward trend, when 52% in 2021 reported the same experience.

Meanwhile, in Hong Kong, women’s experience appears worse. A study of 1,044 local women conducted by Hong Kong Women’s Coalition on Equal Opportunities (WCEO) found a whopping one-third of them (37.5%) experienced sexual violence in their lifetime. Government statistics also indicated a 49% increase in indecent assault and a 23% increase in reported rape in 2021. 

The recent sexual harassment claims by a Hong Kong-based female consultant from Ernst & Young (EY) shocked the local professional workforce. In a letter addressing the senior management, the female consultant stated she and another female colleague were being sexually harassed at a karaoke bar by a senior male manager and instigated by her immediate supervisors. Within days, the letter went viral on social media, initiating the global accounting firm to announce an investigation.

Equitable support 

The focus on equity is particularly appropriate for supporting the victims in dealing with their experiences. Without equitable resources and awareness, many victims do not know how to react and therefore hesitate to report the incident.

Hong Kong’s WCEO study found 75% of the respondents did not react to the incident when it occurred. 

Deloitte’s global study also found 93% of the respondents believed reporting these non-inclusive behaviors “will negatively impact their careers, and most feel actions won’t be taken,” stated the report. It also indicated only 22% of women work for a company with a straightforward process for reporting discrimination and harassment.

According to Deloitte, the lack of equitable support and the rising exclusionary environment can be one of the factors driving the Great Resignation. 

“With a lack of opportunities to advance and burnout rising to the top of the list of drivers for those who had left or were actively considering leaving their employers,” stated the report. 

Equitable workplace and economic contribution

Not only are women considering leaving their employers, but the non-inclusive environment could also lead to women leaving the workforce. In response to the Hong Kong Government Budget Public Consultation, The Women’s Foundation (TWF) stated Hong Kong’s female workforce participation is only 54%, much lower than other mature markets like Singapore and Australia, which have over 60% participation.

“Due to caring responsibilities, lack of flexible work, and gender biases, we see a significant drop off in women as they move through the workforce pipeline,” stated TWF.

According to McKinsey, a lower female workforce participation and gender-regressive workplace could be detrimental to the economy. The consulting firm’s research arm indicated it could cost USD13 trillion by 2030 to global GDP if no actions are taken to advance gender equality.

An equitable workplace’s significant contribution to the economy is explainable when looking at Deloitte’s study. It indicated women working with organizations identified as Gender Equality Leaders are reporting far higher levels of well-being, job satisfaction, and productivity.

The study found almost all (90%) of the women working in the Gender Equality Leaders rated their motivation at work as good or extremely good. In addition, only 3% of the respondents from these organizations feel burned out, compared to 81% of women working for lagging organizations.

Inclusive leadership for workplace culture

To increase female workforce participation and build a gender equity workplace, TWF and Deloitte both turn to business leadership. 

“Inclusive leadership is a cornerstone,” stated Fiona Nott, CEO of TWF. “We need leaders who model inclusive mindsets and who ensure that the full spectrum of diverse voices is included in creating equitable processes and policies.”

Deloitte’s study also asked women to suggest actions employers could do to advance gender equality, and the answer is straightforward.   

“The highest-ranking action was to provide a respectful and inclusive workplace culture, something that is critical for gender equality at work,” it stated. “This means clear and unequivocal messaging from leaders, accessible routes and clear processes for reporting, and a commitment that all non-inclusive behaviors should be reported without concern of career penalty.”

Sheila Lam is the contributing editor of DigitalWorkforceTrends. Covering IT for 20 years as a journalist, she has witnessed the emergence, hype, and maturity of different technologies but is always excited about what's next. You can reach her at [email protected].

Image credit: iStockphoto/Serghei Turcanu