Five things young professionals can do today to promote gender equality at work

If you are starting your career today, you will hopefully see evidence of how far gender equality has come at work. You may have experienced little gender difference in educational attainment, see plenty of women leading companies, and be aware of legal protections and policies to combat gender discrimination in pay and promotions. Your office may even put on events to mark International Women’s Day.

But, as I have found in my research^[1], this overall progress can mask gender inequalities that still exist in the workplace. Many young professionals will be surprised that gender pay and pension gaps still exist^[2], that women are still overlooked for leadership opportunities^[3], and that sexism is still rife^[4] in many workplaces.

So, what do you do if you encounter gender inequality at work? If you aren’t a manager or executive, it might feel like there isn’t much you can do to change your workplace culture. But here are a few practical steps you can take today to promote gender equality at work.

1. Develop your gender bias radar

The first thing you can do is learn to spot gender bias. It is often difficult to tell where gender inequalities might be at play. Did you not get this promotion or that career-accelerating project because you are a woman, or because you haven’t demonstrated the right skills?

You might want to ask your manager for feedback on how the decision was made, and note if any of the reasons given have to do with gendered traits – such as being seen as “aggressive” rather than “assertive”, or that you do not “fit in”^[5] with a team. These might be indicators that gender is relevant here.

Ready to make a change? The Quarter Life Glow-up is a new, six-week newsletter course from The Conversation’s UK and Canada editions. Every week, we’ll bring you research-backed advice and tools to help improve your relationships, your career, your free time and your mental health – no supplements or skincare required. Sign up here^[6] to start your glow-up at any time. It can be useful to discuss with your colleagues what their experience of getting a promotion has been. Beyond that, you might want to compare salaries with your colleagues of different genders to see if there are any patterns. In some cases, gender might not be at play at all. It is also helpful to notice wider patterns in your workplace. How many women are in leadership positions or given opportunities to chair committees? Who is asked to take care of “office housework”^[7], such as organising leaving dos or taking notes in meetings? Are sexist comments frequent, and how are they dealt with? 2. Call out gender biases Research shows that making stereotypes visible^[8] is central to overcoming them. For example, you might spot that Sarah’s contribution to a meeting is ignored but then Tom repeats the same thought – and suddenly, it is seen as a fantastic idea. In such a situation, you can comment that Sarah had made that great point beforehand. In this way, the potential gender bias is called out and can be addressed. If the gender bias persists, you may want to keep a record of such incidents, get input from your colleagues, and ultimately raise the issue with your line manager or HR. If the behaviour is more overt, such as misogynistic comments or sexual harassment, it may be even more important to keep a detailed record of evidence and seek support from HR. 3. Enlist allies If you are the most junior person in the room, calling out bias might not always be a realistic option. In such cases, you can enlist others – both women and men^[9] – to support gender equality. Let’s say you were not able to praise Sarah’s suggestion in the meeting itself. What you can do is find someone to address this gender bias on your behalf. For example, you could ask the chair of the meeting to bring it up next time that Sarah makes a great contribution. These may feel like small incidents, but drawing attention to them repeatedly will reduce gender inequality the long run.

4. Advocate for gender-inclusive policies

Becoming an advocate for gender equality means actively supporting and encouraging gender-inclusive practices at work. This can mean attending events or workshops on gender equality, but it can also mean suggesting new policies and practices that might improve gender equality.

For example, updating leave policies^[11] to support workers experiencing the menopause, improving paternity leave policies^[12], or expanding flexible working^[13].

Both men and women can be advocates for gender-inclusive workplaces. While women are often seen as natural supporters for gender equality, men^[14] can be effective change-makers too. If you are a man, discuss gender equality with others or attend gender equality-focused events. If you are woman, bring up the topic with men or invite them to events where gender equality is being discussed.

Read more: How 'allyship' can make LGBT+ staff feel less excluded in the work place^[15]

5. Find (and be) a role model

Role models are important in the workplace because they allow us to see our possible selves in the future. However, very often we limit ourselves^[16] when it comes to gender – women look for women as role models, and men often only pick other men^[17].

Finding a range of role models – and acting as a role model yourself^[18] – can help make workplaces more equal by challenging stereotypes and creating opportunities for diverse individuals.

Pick a variety of different role models and specify what you appreciate in them – the more specific the better. You do not need to look for perfection. Instead, look for what practices you admire in them.

References

1. ^{^} my research (hbr.org)
2. ^{^} gaps still exist (www.ons.gov.uk)
3. ^{^} overlooked for leadership opportunities (www.weforum.org)
4. ^{^} rife (culture-shift.co.uk)
5. ^{^} “fit in” (www.routledge.com)
6. ^{^} Sign up here (theconversation.com)
7. ^{^} “office housework” (www.forbes.com)
8. ^{^} making stereotypes visible (link.springer.com)
9. ^{^} both women and men (bristoluniversitypress.co.uk)
10. ^{^} Gorodenkoff/Shutterstock (www.shutterstock.com)
11. ^{^} updating leave policies (theconversation.com)
12. ^{^} paternity leave policies (www.bbc.co.uk)
13. ^{^} flexible working (www.weforum.org)
14. ^{^} men (bristoluniversitypress.co.uk)
15. ^{^} How 'allyship' can make LGBT+ staff feel less excluded in the work place (theconversation.com)
16. ^{^} limit ourselves (onlinelibrary.wiley.com)
17. ^{^} other men (onlinelibrary.wiley.com)
18. ^{^} acting as a role model yourself (theconversation.com)