Far from diminishing, gender inequality is widening and international organizations are warning of its consequences.
As the actors responsible for promoting contexts that reduce the wage gap and inequality in the corporate environment, companies can implement initiatives to achieve this.
Alarming data
Since 2020, the COVID-19 pandemic, geopolitical conflicts, climate disasters and economic turbulence have pushed 75 million more people into severe poverty. This could lead to more than 342 million women and girls living below the poverty line by 2030.
On the other hand, according to a recent World Bank report, if women earned the same as men over their lifetimes, global wealth could enjoy a “large gender dividend.”
Image: https://politica.expansion.mx
Specifically, about US$172 trillion is being lost due to gender inequality in labor markets.
Promoting equality
Faced with this devastating panorama, the United Nations, through the UNDP, launched the Equanomics campaign in 2024 with the aim of fostering economies that promote gender equality.
This campaign highlights that the conventional economy does not recognize or value unpaid care and domestic work, mainly performed by women and girls. This unpaid economy underpins the paid economy.
This is demonstrated by the International Labour Organization in its study
An actionable commitment
According to the McKinsey report “Diversity Wins, How Important is Inclusion”, those companies that have a concrete policy and a defined DEI (Diversity, Equity & Inclusion) strategy in place outperform in the work environment.
For this reason, beyond the declaratory campaigns that raise awareness of 8M
Companies must maintain an actionable commitment throughout the year to promote gender equality at all levels and promote diversity and inclusion of ethnicities, genders, ages, disabilities, neurodivergences, among others.
A DEI strategy
There are several strategies that companies can implement from the internal communication area to promote gender equality, diversity and inclusion in the workplace.
Clear policies and procedures:
It is essential to establish clear policies and procedures that promote gender equality and diversity, and to communicate them effectively to all employees.
Awareness raising and training:
Provide awareness and training programs on gender equality, diversity and inclusion for all employees. These programs may include workshops, seminars, lectures and educational materials that address issues such as unconscious bias, workplace harassment, cultural diversity, among others.
Open and transparent communication:
Foster an open and transparent communication environment where people feel comfortable sharing their experiences and concerns related to gender equality and diversity. This may include feedback channels, work climate surveys and regular meetings to discuss these issues.
Promotion of diversity stories:
Highlight and promote employees and leaders who represent diversity in the organization, including women, people of different ethnicities, cultures, sexual orientations, among others. These stories can serve as inspiration and demonstrate the company’s commitment to gender equality and diversity.
Participation in events and activities:
Support and promote participation in events and activities related to gender equality and diversity, both inside and outside the company. This may include participation in conferences, job fairs, marches and volunteer activities.
Alliances and collaborations:
Establish partnerships and collaborations with external organizations that promote gender equality and diversity, in order to share best practices, resources and learning opportunities.
By implementing these strategies, companies can create a more inclusive and equitable work environment, where all people feel valued and respected, regardless of their gender, ethnicity, sexual orientation or other characteristics.
