Adjustments employers can make to retain women workers

Here are the top priorities for women in the workplace going into 2024.

Australian employers have been given a peek behind the curtain on what it will take to retain women in the workplace going forward. The report from WORK180 shows that flexible working is, by far, the most in-demand benefit that women workers seek, with three-quarters of the respondents prioritising it over a high salary.

Residing at the second and third spots were employer policies that work towards preventing sexual harassment and promoting pay transparency. This was especially important for Gen Z employees and just shows how important these measures are to women to ensure their safety and avoid any mistreatment salary-wise. In fact, close to 70 per cent said that any hidden or vague salary packages would put them off applying or proceeding with an application.

Sexual harassment cases are still occurring in the workplace, with 40 per cent of women falling victim, but less than one in five who experience it report it. Measures that prevent sexual harassment are imperative to ensuring women feel safe and supported by their organisations. Employers must acknowledge this to retain and motivate women to join their talent pool.

Along with these measures, a menopause policy also emerged as a top priority for respondents. A total of 25 per cent of the working population is impacted by menopause symptoms at any given time, and there is a growing understanding and awareness of its impact.

There have been some examples of implemented policies surrounding additional leave for menopause. Future Super’s Khi Prasser said employers need to ask themselves, are their policies really inclusive?

“We think that period and menopause is not an illness, we think it’s a fact,” Ms Prasser said.

She believes that the implementation has very positive impacts on the company as a whole: “Walls didn’t come down, only about 26 days in total have been used by the team and of course, engagement, loyalty, motivation and the commitment that people feel towards Future Super has been priceless.”

The theme of inclusion was ongoing throughout the priorities that the respondents set; as WORK180 chief executive Gemma Llyod echoes by saying that while the progress towards gender parity had not regained pre-pandemic pace, there had been significant strides towards progress for women in the workforce.

“Our findings from our survey and hands-on support of employers through the last 12 months prove the positive impact of an ongoing commitment to diversity, equity, and inclusion (DEI),” said Ms Llyod.

Employers that at the moment have a poor gender pay gap should push to improve this standard as respondents were still optimistic about joining an organisation that may currently be underwhelming in the DEI aspect as long as they pledge their commitment to closing this gap.

“Even organisations obliged by government legislation to reveal a poor gender pay gap this year can take comfort in the fact that 50 per cent of respondents said they would still apply for positions with a company if they were able to prove their commitment to closing their pay gap,” said Ms Llyod.

It’s evident that adjustments towards a more inclusive, safe and rewarding environment for women workers are vital for organisations if they want to retain and have their talent going forward.