Businesses with more than 500 employees will need to meet targets against at least three gender equality indicators.
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Articles on Gender equality at work
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The most recent data from Statistics Canada shows that, while gender inequalities in the workplace remain fairly large between women and men, there are some notable exceptions.
In the Japanese workplace, women face discrimination, restrictive behaviour and appearance codes and a lower glass ceiling than elsewhere. Only a profound cultural shift will change that.
The burden of changing workplace gender relations has traditionally been on women, but men have an important role to play in creating gender equality at work and beyond.
At the beginning of the pandemic, it was predicted that the shift to remote work would lead to more equal division of domestic labour. Recent research shows this was not the case.
Many UK employers have moved ahead of the government to make working life easier for menopausal employees.
Men and women both offer unique, valuable contributions to company boards. To reap these benefits, organizations should continue to increase gender diversity.
The COVID-19 pandemic exacerbated social and economic inequality for women. Women have lost ground in the workforce and have been slower to return to work than men.
Despite gender equality progress being made in many male-dominated fields, some professions like longshoring are still difficult for women to break into.
A new French research collective, Orelig, set out to answer the question.
While women felt more included when they perceived male colleagues as allies, men who saw themselves that way reported more personal growth as a result.
Women are earning less in average than men, however there is a staggering 27.60% difference in salary for women who are under 30 years old.
The ruling suggests there is an enduring disregard for one of the most vulnerable groups in today’s society: older women.
Detailed analysis of 1,300 movies finds that women actors earn an average of US$1.1m or 25% less than their male colleagues.
There are at least eight different ways to view gender equality. And this helps us understand why one of the biggest challenges for workplace gender equality is defining and measuring success.
A culture of silence suggests for every headline about sexual harassment, many more cases go unreported.
The gender pay gap remains stubbornly high in the UK, but the new rules are shaming companies into action.
More women are on zero hours contracts but these do not feature in gender pay gap reporting.
Workplace reactions to #MeToo risk exacerbating the problem. What’s needed are more face-to-face conversations, no matter how awkward they may be.
We know from every previous wave of feminist activism that some men fear loss of status and power, two things manifest in work and pay.
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Top contributors
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Associate Professor of Organisation and HRM, Warwick Business School, University of Warwick
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RBC Professor in Responsible Organizations and Full Professor, Concordia University
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Director, Bankwest Curtin Economics Centre, and Bankwest Research Chair in Economic Policy, Curtin University
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Professor of Law, The University of Melbourne
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Visiting fellow, Australian National University
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Professor, Australian National University
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Professor of Work and Organisation, University of Nottingham
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Associate Professor, Bankwest Curtin Economics Centre, Curtin University
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John Curtin Distinguished Professor & ARC Future Fellow, Curtin University
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Senior Lecturer at York Business School, York St John University
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Interim Pro Dean, Associate Dean of Research & Professor in Management, Macquarie Graduate School of Management
