As workplaces strive for equality, the difference in pay between genders sticks out as a clear sign that we still have a long way to go. It’s not just about the numbers; it’s a deep-rooted issue tied to biases within the system that requires a well-rounded plan to fix. This guide is here to explore the many aspects companies need to look at to truly close the gender pay gap, making for a fairer and more equal workplace.

Remember our previous post where we talked about the gender pay gap being the final result, like a score that shows us there’s a bigger problem underneath? We mentioned how important it is to dig deeper into the structure of organizations to spot where the biases and issues lie. This article will highlight some key areas every company should check and offer steps to make things better.

The journey to equality begins with recognizing that the gender pay gap is not just about ensuring equal pay for equal work; it’s about the systemic reevaluation of how roles are structured, evaluated, and compensated. Here are key areas of focus to address this issue at its core:

Role definition

When we talk about job roles and descriptions, the words we use matter a lot. Sometimes, without even realizing it, the language in job listings can lean towards a bias, favoring one gender over another. This doesn’t just happen out of nowhere; it’s often a reflection of deeper biases that we might not even be aware of. By carefully choosing our words and being mindful of how we describe roles, we can make a big difference. It’s about making sure that the way we talk about jobs is as fair and inclusive as possible, opening the door for everyone to feel welcomed and valued right from the start.

Here some practical tips:

• Use gender-neutral language: Swap out gendered terms for neutral ones. Instead of saying “chairman,” use “chairperson” or simply “chair.” This helps create a more inclusive environment right from the job listing
• Avoid stereotypes: Steer clear of phrases that subtly suggest a role is better suited to a particular gender. Focus on the skills and qualifications needed, not on who you unconsciously imagine doing the job
• Get a second opinion: Have people from diverse backgrounds review your job descriptions before they go live. They might catch biases you’ve overlooked. You can also utilize ChatGPT and other tools to provide different viewpoints.

Job Architecture

Designing a job architecture framework comes with its challenges, especially when it comes to ensuring equity and avoiding gender biases. These pitfalls can unintentionally create barriers that affect how roles are defined, who gets promoted, and who might feel excluded from certain opportunities. The risk is that without careful consideration, the structure of job roles and career paths can mirror existing inequalities, making it harder for everyone to have a fair shot at success. Moreover, ensuring that roles and job families are comparable is essential to comply with the concept of equal pay for equal (though not necessarily the same) work, further emphasizing the need for a thoughtful approach to job architecture.

To tackle these issues, it’s crucial to approach job architecture with equity in mind from the start. Here are some practical tips to help avoid these pitfalls:

• Use neutral language: Ensure job descriptions and roles are written in gender-neutral language
• Transparent criteria: Set clear, objective criteria for job roles that everyone can understand and access
• Regular reviews: Periodically review your job architecture to identify and remove any biases or barriers that might have crept in
• Ensure comparability: Make roles and job families comparable across the organization to uphold the principle of equal pay for equal work, enhancing fairness and transparency

By making sure that roles within a company are comparable, organizations can significantly reduce the risk of gender job segregation and the glass ceiling bias. Gender job segregation happens when certain jobs are dominated by one gender, often leading to unequal pay and opportunities. The glass ceiling bias refers to the invisible barriers that prevent women and minorities from reaching the highest levels of leadership, despite their qualifications. Ensuring role comparability means evaluating different positions to see if they require similar skills, responsibilities, and effort, and then making sure they’re rewarded equally. This approach not only promotes fairness but also challenges the traditional norms that contribute to job segregation and the glass ceiling, paving the way for a more inclusive and equitable workplace.

To truly address the gender pay gap, it’s essential to tackle the issue at its roots. This approach is not only crucial for creating a more equitable and transparent workplace culture but also for ensuring compliance with the upcoming Equal Pay Directive. By digging deep into the structural biases and systemic issues that perpetuate the pay gap, organizations can make meaningful progress towards fairness for all employees.

In part two of this series, we will explore the challenges in performance evaluation and compensation decisions, areas that are critical to closing the gender pay gap. We’ll look at how biases in these processes can impact fairness and what strategies can be implemented to mitigate these effects.

For organizations looking to make a change and ensure their practices are both fair and in line with new regulations, staying informed and proactive is key. If you’re interested in learning more about how we are supporting companies in this journey towards a more equitable workplace, visit us at SmartScaleHR. Join us in the movement to transform workplace culture and ensure equal pay for equal work across the board.