MODULE CONTENTS
This module explores concrete solutions for reducing professional inequalities between women and men. It addresses levers such as equal opportunities in recruitment procedures, quotas for women in the hierarchy, taking account of parenthood and parental leave for men, and combating mental workload. The module stresses the importance of training, career guidance policies and pay transparency in moving towards genuine equality.
PEDAGOGICAL OBJECTIVES
Solutions to Reduce Gender Inequalities in the Workplace
Tackling gender inequality in the workplace is a major challenge that will require decades of work. While companies and organizations cannot solve everything, they do have a number of levers at their disposal to promote equality and progress. One of the first obstacles to overcome is the division of household and parental tasks. Although this subject may seem outside the professional sphere, it is crucial to talk about it within companies. Training and awareness-raising programs can help change mentalities, particularly on the issue of mental workload, which weighs heavily on many women and can hold back their careers.
Parental leave for men is another way of spreading family responsibilities more evenly, as are schemes to support mothers in their post-maternity careers. Some companies offer grants, salary support and mentoring programs to ensure equal opportunities.
Implementing quotas to increase the representation of women in management positions is an essential key to breaking down stereotypes and creating inspiring role models for young girls. Encouraging women to move into under-represented sectors, such as science and industry, is also important for boosting professional diversity.
Recruitment procedures must be fair and free from gender stereotypes or prejudice. Companies must ensure that women have the same opportunities as men to access positions. In addition, ongoing training programs can help women to develop new skills and move into higher-paying positions.
Finally, equal pay remains an absolute priority. Equal pay for equal skills and positions. Pay transparency is a powerful tool for ensuring this fairness, and many companies still have a long way to go.
