opinion

Gemma Lloyd: Workplace gender inequality isn’t just women’s problem

Gemma Lloyd The West Australian
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Camera IconGemma Lloyd is the CEO of WORK180. Credit: Supplied

Two reports out this month highlight the urgent need for workplace reform when it comes to gender equity.

This week a survey by Our Watch highlighted a significant disparity in how men and women perceive their ability to report workplace sexual harassment.

Only 48 per cent of women felt they could safely report a colleague’s harassment, in stark contrast to the 71 per cent of male leaders who said they believed they would feel secure in doing so.

This comes nearly two years after the introduction of “positive duty” regulations in December 2022, designed to shift responsibility onto employers to actively prevent workplace harassment.

Earlier in the month, data in WORK180’s Bridging Gaps Together: Insights and Actions for Engaging Men in Workplace Gender Equity report showed that 69 per cent of men who back gender equity initiatives felt unwelcome in workplace conversations.

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This could not be a more stark reminder that power imbalances persist in the workplace. Clearly, we still have a long way to go.

Many men, even those who genuinely back gender equity, feel unsure how to engage in the dialogue or worry about facing backlash if they do. This problem, often overlooked, must be addressed if we are to make meaningful progress.

Challenging the perception that men are disinterested or opposed to gender equity efforts, the report found that nearly half of men who want to support change are unsure how to do so.

Many also fear potential backlash or criticism, making them hesitant to engage in the dialogue altogether.

We must open up the conversation. However, our research shows that companies are struggling to facilitate this, leading to men feeling frustrated and even resentful of current efforts.

An anonymous respondent to our global survey shared: “As a cis-white male, I get the feeling that any attempt on my part to discuss will be written off as privileged, mansplaining or disingenuous.”

This sentiment is also reflective of other concerns men have around gender equity efforts, with 97 per cent of men opposed to gender equity initiatives in the workplace saying they have specific concerns, suggesting they are not simply rejecting workplace equity out of hand.

Even among men who support gender equity initiatives, there are concerns about the effectiveness of current approaches. Almost half said they’re uncertain how to take part in the discussion, with a similar number saying they fear backlash or criticism if they do contribute.

However, the absence of men from gender equity conversations will ultimately be detrimental to progress for several reasons.

It limits diverse perspectives that could contribute to more comprehensive solutions and misses the opportunity to create male allies who can advocate for change within their spheres of influence.

It can also breed resentment and misunderstanding, potentially leading to backlash against equity initiatives, and it perpetuates the misconception that gender equity is solely a “women’s issue” rather than a societal concern.

To truly move the needle on gender equity, workplaces must collectively engage male allies and prioritise the creation of safe spaces that invite the unique perspectives of men into the dialogue. Indeed, all employees must be able to voice their concerns and share experiences without fear of retribution.

Management needs the right skills to ensure they can navigate sensitive topics and manage the inevitable differing viewpoints effectively, thereby reducing the risk of misunderstanding or conflict.

Set clear, objective criteria for hiring and promotions based on merit and performance. This will build trust and demonstrate a commitment to fairness, helping to counteract perceptions of tokenism.

Develop programs that cater to the varied interests and strengths of all genders, ensuring everyone has access to the support they need and seek regular feedback from all participants, fostering a culture of continuous improvement.

Knowledge around this topic should not be assumed, so workplaces should provide education on gender equity, emphasising mutual respect and understanding.

Acknowledging and rewarding people actively participating in gender equity initiatives can also help motivate their continued engagement.

Ultimately, it’s about driving meaningful progress in gender equity by guiding those eager to engage and remaining open to conversations with those who are unsure or sceptical.

Creating a welcoming environment for those who want to contribute is key, even if not everyone will be on board.

By fostering genuine dialogue and inclusivity, we pave the way for a more balanced and effective approach to change.

Gemma Lloyd is the CEO of WORK180

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