One of the biggest inclusivity challenges facing organisations is gender bias and discrimination, followed by inflexible work arrangements, and inequal pay and compensation, according to Hays.

• 38% of professionals surveyed identified gender bias and discrimination as the most significant barrier,
• Inflexible work arrangements were cited by 26%, while 24% pointed to unequal pay compensation,
• 44% believe that achieving gender balance drives inclusive growth.

Ahead of International Women’s Day  professionals were surveyed* to identify the barriers to women’s inclusion and the benefits of striking gender balance within the world of work.

Over 4,500 individuals were asked to identify the barriers to women’s inclusion in the workplace. Of those surveyed, 38% identified gender bias and discrimination as the most significant barrier. Inflexible work arrangements were cited by 26%, while 24% pointed to unequal pay compensation. Additionally, 13% noted a lack of mentoring/sponsorship for women within the world of work.

In a separate survey, responses from over 1,400 people, exploreed the positive impact of achieving gender balance on organisations. Among the respondents, 44% believe that achieving gender balance drives inclusive growth. Additionally, 31% felt it strengthens employee retention, while 18% viewed it as a key factor in building a resilient business. Lastly, 7% of respondents thought it boosts profitability.

Bianca Stringuini, Global Head of DE&I at Hays, said “As we mark International Women’s Day, these poll results remind us of both the challenges and opportunities when it comes to gender equity and inclusion within the world of work. They highlight the systemic barriers that women can face in the workplace, from gender bias to inflexible work arrangements. Yet, they also emphasis the value that achieving gender balance can bring to organisations, driving inclusive growth and strengthening employee retention. As we strive for gender equity, we must remember that diversity isn’t just good ethics, it’s also good business.”

While progress has been made in recent years, with many companies committing to targets globally to address the number of senior positions held by women and tackling existing gender pay gaps, biases can still exist. Bianca points out that the gender biases can be as subtle as “tightrope bias” where a woman leader is labelled as “too pushy” when they are being decisive and a more serious discrimination such as “maternal bias” where the woman employee is not being given a certain role at work as it would be “too much” for a mother with young children, despite her expressed interest.

“It is incredibly important for organisations to acknowledge these factors that contributes to the overall environment. To achieve inclusive growth, it’s important to first have a safe space where employees can be themselves. That way, it can attract diverse talent as well, which will help organisations to build a healthy, diverse workforce.” Says Bianca.

Bianca closes by saying, “At Hays, we understand the importance of committing to DEI. Meeting the balance is the key for engagement and retention for any organisation. Having a diverse workforce means having diversity of thought, which can foster creativity and productivity. Employees will also feel motivated and empowered to express their opinion and be adventurous, which in turn can lead to more profitable companies.”

*Hays has recently joined the UN Global Compact as one of many steps it is taking towards establishing a more equal world. Hays is also committed to improving its gender balance of its most senior leadership. In 2023, 44.3% of Hays’ top 680 leaders were women, an improvement of 1.9% on the previous year, meaning the organisation is on track to reach its target of 50% representation by 2030.