Gender equality
CIPS is committed to promoting, supporting and encouraging equality, diversity and inclusion (ED&I) within the procurement profession to ensure that everyone is valued as an individual.
The benefits of a diverse procurement community is essential to encourage an inclusive environment where individuals feel that they are able to participate and reach their full potential.
We have collected some valuable resources on gender equality in the workplace including videos, podcasts, webinars and guidance from credible experts in this space to help you to build a more diverse and inclusive team.
Unlocking the power of neurodiversity in procurement
Andrew Swift FCIPS reflects on the obstacles he’s faced on his journey to CPO at the British Council as a neurodiverse individual. Swift compels the profession to rethink traditional methods of assessment in favour of embracing diversity of thought.
What drives the gender pay gap?
The gap between women’s and men’s earnings is often an indication of broader cultural problems in workplaces. It often reflects the historic and systemic undervaluing of women’s workplace contributions and the significant barriers that lead to the under-representation of women in senior executive and management roles.
The gender pay gap is influenced by several factors, including:
- women and men working in different industries and different jobs, with female-dominated industries and jobs attracting lower wages
- conscious and unconscious discrimination and bias in hiring and pay decisions
- high rates of part-time work for women
- lack of workplace flexibility to accommodate caring and other responsibilities, especially in senior roles
- women’s greater time out of the workforce for caring responsibilities impacting career progression and opportunities.
- women’s disproportionate share of unpaid caring and domestic work
Source: The Gender Pay Gap, (WGEA, 2022)
What is 'equal pay'?
Equal pay is when men and women receive equal pay for work of equal or comparable value. In other words:
- men and women performing the same work are paid the same amount
- men and women performing different work of equal or comparable value are paid the same amount.
Equal pay is not just about equal wages. Equal pay also takes into account discretionary pay, allowances, performance and bonus payments, for example.Unequal pay is just one of the many drivers of the gender pay gap. Organisations that are committed to equal pay will ensure that:
- the wages and conditions of jobs are assessed in a non-discriminatory way. This is done by valuing skills, responsibilities and working conditions in each job or job type (even where the work itself is different) and then remunerating employees accordingly
- the workplace's organisational structures and processes do not impede female employees' access to work-based training, promotions or flexible working arrangements.
What can we do
Gender segregation in industries and occupations
- Increase the proportion of women in leadership positions, and include targets or quotas, or other diversity policies.
- Break down social norms regarding what roles and industries are appropriate for men and women.
- Develop networks of advocates for gender equality among men and women who can address barriers and affect change.
Care, family responsibilities and workforce participation
- Improving work-life balance, increasing availability of flexible work.
- Enhancing availability and uptake of shared parental care.
- Changing workplace culture and addressing unconscious bias.
Gender discrimination
- Addressing discrimination in work practices such as hiring, promotion and access to training.
- Increased pay transparency and reporting on gender pay gaps.
- Undertaking gender pay gap audits and acting on findings.
Gain leadership commitment
Leadership commitment on pay equity can emerge in one of two ways:
- top down: commitment may already exist at the board, CEO, or leadership team level and human resources are called on to act
- bottom up: human resources may raise pay equity as an issue with the leadership team or CEO, sparking a commitment to investigate further.
Source: The Gender Pay Gap, (WGEA, 2022)
Taking action
To move the dial we need to identify, analyse, take action and review.
Review
Track progress against the goals and targets set and refine where needed. Organisations will need to continually maintain, monitor and improve on pay equity.
Identify
A critical step in taking action to address and improve pay equity in your organisation is to review the data, identify any instances of unequal pay and understand what is driving any gender pay gaps.
Analyse
The more detailed your analysis, the more you will be able to tailor a strategy and action plan to address your organisation’s specific issues.
Take action
When the problem is understood and diagnosed, your organisation will be in a position to form a strategy and take action.
The Gender Pay Gap (2022) Workplace Gender Equality Agency (WGEA), [Available at www.wgea.gov.au | Accessed 16 May 2022].
Gender Equality, Diversity & Inclusion
Watch our playlist on YouTube for all the latest insights on Gender Equality, Diversity & Inclusion in the workplace.
Further resources
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