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3 Trends in Workplace Gender Equality to Watch in 2019

New policies and laws that are helping to close the pay gap

By Alicia HollidayPublished 5 years ago 3 min read
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2018 was a year of women breaking the silence, using their voices for change, and holding others accountable for their bad behavior. 2019 has continued with this momentum, bringing even more opportunity to build a foundation that supports gender equality and consequences for those who discriminate against women. Here are three workplace equality trends to keep an eye on this year.

1. More businesses are offering equal paid family leave

Throughout the developed nations of the world, paid family leave is a high priority. The exception to this is the US, which does not offer this policy on a federal level. The good news is that more major companies are realizing the importance of offering all their employees paid leave. According to the non-profit Paid Leave for the United States, 20 corporations including Home Depot and AT&T have expanded their paid leave policies as of 2018. “From a recruiting and retention lens,” says Raina Moskowitz, a senior vice president at Etsy, “what’s good for families is really good for business.” Research has indicated that offering paid leave to all employees increases workplace satisfaction, as well as employee productivity.

Passing legislation that would make parental leave mandatory for both men and women is a way to help level the professional playing field. Data has shown that when corporations offer paternity leave as an elective option, men are more likely not to take it. Ultimately, providing equal paid family leave will help to reduce the motherhood penalty along with hiring bias.

2. Mandated Quotas are helping more women get on corporate boards

A recent study conducted by Egon Zehnder, one of Europe’s biggest executive search firms, has indicated that among nations that average at least three women on large company boards (the tipping point at which diversity begins to yield higher returns) all except one follow mandated quota systems. “I’m not a great supporter of quotas, but in this case it’s making a difference,” said Rajeev Vasudeva, the CEO of Egon Zehnder. “It has changed the conversation—it clearly has been put on the agenda of companies.”

In 2018, California became the first state to require at least one woman on company boards. This legal push towards fairer corporate representation could potentially lead the way for other US states in the future.

3. More US States are making it illegal for employers to ask for previous salary history

The Census Bureau has found that on average, women make 80 cents for every dollar a white man makes. For minority women, this gender pay gap is even greater. One common practice that continues to perpetuate pay inequalities is offering women compensation that is based on her salary history.

The states of Massachusetts, California, Delaware, Oregon, and Hawaii have created laws that make it illegal for employers to take an employee’s previous salary into consideration when deciding on their starting salary. The fact of the matter is that equality not only benefits female individuals, it also benefits society and the economy as a whole. According to the McKinsey Global Institute, closing the pay gap could add $2.1 trillion to the US economy.

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