We’ve come a long way in terms of addressing gender inequality in the workplace. There are more women in leadership positions than ever before, and companies increasingly recognize the value of gender diversity and inclusion to drive innovation and build stronger organizations. Simply put, when more voices are heard, businesses thrive.
But progress doesn’t mean the work is done. The data is clear: Women earn about 89 cents for every dollar a man takes home, according to OECD data from 2023. Career advancement is an uphill battle, too. McKinsey research shows that for every 100 men promoted to managerial roles, only 81 women make the same leap. It’s a slight improvement from 79 in 2018, but the playing field is still uneven.
The same McKinsey research found that women—particularly those who are queer, are of color, or have disabilities—experience high rates of microaggressions that undermine confidence, limit opportunities, and make it harder to bring their full selves to the workplace.
Want to be on the right side of history? This guide breaks down practical strategies to tackle gender inequality in the workplace. Whether you lead a team, shape policies, or want to facilitate change from your corner of the office, here’s how to create a more equitable and inclusive environment for everyone.
Causes of gender inequality in the workplace
Here are some (downright frustrating) reasons gender inequality continues to show up in the workplace.
Unequal opportunities leading to wage disparities
Despite women performing the same roles as men, the gender wage gap remains a significant barrier to career development. Women often miss out on high-paying or senior positions due to unequal opportunities or a professional culture that discourages stronger negotiation and self-advocacy.
Without equal pay and opportunity, the cycle continues, leaving women with fewer resources and opportunities to get ahead.
Gender stereotypes and biases
You’ve probably heard (or intuited the assumptions): “Women aren’t suited for leadership roles,” or “She can't be a mother and a leader.” Stereotypes don't just live in the back of people’s minds—they shape hiring decisions, promotions, and everyday interactions. These biases become systemic, limiting women’s access to leadership roles and growth opportunities.
Lack of diversity in leadership
When women aren’t represented at the top, it’s harder to challenge outdated norms and unequal workplace dynamics. Plus, women in leadership tend to lift other women up, creating a cycle of support that paves the way for future leaders.
Without these role models, it’s difficult for younger women to envision themselves in senior positions, making it even harder to break through the glass ceiling.
Work-life balance
Work-life balance tends to hit women the hardest, especially for those juggling caregiving responsibilities at home. The social pressure to be a perfect employee, parent, partner, and caregiver is a constant struggle. Without flexible schedules and childcare support, women are left to navigate a system that forces them to choose between career growth and personal well-being—decisions their male counterparts rarely face.
The impact of gender inequality in the workplace
Gender discrimination has far-reaching consequences that extend beyond individual team members, creating ripple effects throughout the entire organization. These inequalities don’t just harm women—they negatively affect company culture, productivity, and the economy as a whole:
- Mental health burden: Gender inequality, sexual harassment, and unequal salaries are recipes for toxic workplaces. Women who face unfair treatment are more vulnerable to stress, anxiety, and burnout, with the emotional toll affecting both personal well-being and professional performance.
- Negative impact on productivity and innovation: When organizations exclude women from leadership roles, they miss out on diverse perspectives and innovative ideas. This lack of inclusion stifles creativity and problem-solving and ultimately undermines team productivity.
- Economic drawbacks: Yes, gender inequality limits individual earning potential—but it also harms a company’s bottom line. Companies that fail to address gender pay gaps and unequal opportunities risk higher turnover rates, low morale, and decreased profitability.
How to address gender inequality in the workplace: 8 ways
Improving gender equality in the workplace takes more than good intentions—here are eight practical things you can do to address gender inequality at your organization.
1. Inclusive recruitment practices
Diversity and inclusion start with recruitment. To attract a diverse pool of candidates, draft job descriptions with inclusive language, using gender-neutral terms everyone can “see themselves” in. For instance, you could swap gendered terms like “salesman” with neutral alternatives like “salesperson.”
Also, focus more on skills than rigid qualifications, as excessive qualification requirements can reinforce discrimination and opportunity gaps. Rather than prioritizing those with “top-tier academic degrees” or “5+ years of experience in a similar role,” focus on skills and abilities, such as “strong communication skills” and “experience managing projects.”
Blind recruitment techniques—where details like name, gender, and race are hidden—further minimize unconscious bias in hiring decisions.
2. Gender diversity training
Gender stereotypes and unequal treatment create an environment where women feel unsafe and unsupported. Proactive gender diversity programs, which include communication training and awareness-building initiatives, promote respectful interactions and inclusive behavior. These programs should educate employees on the impact of gender stereotypes, how to recognize sexism and gender discrimination, and the importance of using inclusive language.
Training sessions should also focus on preventing sexual harassment and creating a safe, welcoming environment where all genders, including male and nonbinary colleagues, are treated equally.
3. Flexible work arrangements
Offering options like remote work, hybrid schedules, and flexible hours helps all employees juggle responsibilities, whether it’s childcare, cultural practices, or just working when they’re most productive.
For global teams, make sure time zone differences don’t leave remote employees feeling left out. That means keeping communication lines open, having cross-over for all teammates, and making sure flexibility doesn’t come at the cost of career growth. If people feel like working remotely puts them at a disadvantage, the system isn’t really working.
4. Mentorship and sponsorship programs
Consider offering a mentorship program that provides structured guidance, networking opportunities, and career-building support for potentially marginalized folk in your workplace. You might set up cross-regional mentorships, matching women with leaders in different locations to expose them to new perspectives and opportunities. And virtual mentorship programs like ADPList or Everwise also make these connections more accessible.
Sponsorships take this further: While mentors offer advice, sponsors actively advocate for the sponsored party’s career progression. A sponsor uses their influence to recommend women for leadership roles, high-impact projects, and promotions.
5. Family-friendly policies
Responsibility doesn’t start and stop at the office—employees have rich lives outside of work, including families to raise and loved ones to support. Parental leave, childcare, and eldercare empower employees to balance work obligations with their everyday lives, reducing stress and boosting morale.
6. Equal compensation and performance evaluation
While equality isn’t just about closing the gender pay gap, it’s a good start. Regular compensation audits drive equal pay for equal work, allowing you to spot and adjust disparities. And transparent performance reviews with clear criteria link promotions and opportunities directly to merit, eliminating unconscious gender bias.
7. Employee resource groups (ERGs)
An ERG is a voluntary, employee-led group that nurtures safe spaces for employees to discuss shared experiences like those related to someone’s race and ethnicity, sex and gender, and sexual orientation. Bonding over shared experiences is one benefit, but these conversations can also illuminate disparities and inequalities the organization then has the chance to fix.
For instance, a women’s ERG might reveal that female employees are consistently passed over for leadership roles despite having the same qualifications as their male colleagues. This insight can push the company to investigate promotion criteria to improve fairness across the organization.
8. Data-driven decision-making
Use data to drive change, tracking key metrics like gender representation at different levels, pay gaps between men and women, and how long women stay at the company compared to men. Without this data, it’s hard to know if new policies are actually making a difference.
Regularly check diversity in leadership roles and run employee surveys focused on inclusion to uncover hidden issues—like whether women feel supported in career growth or if pay equity efforts are working. Use your data to shape better policies and create real, lasting change.
Shaping gender equality in the workplace
Breaking down gender discrimination starts with naming the elephant in the room. Raise awareness of gender biases and inequities within the organization and implement formal reporting mechanisms to address gender-based discrimination. Encourage open dialogues about diversity, equity, inclusion, and belonging to encourage transparency and understanding.
Improving the workplace doesn’t happen overnight, but taking on a multifaceted approach—combining policy reform, cultural change, and continuous education—is key to offering an inclusive workplace for everyone.
How Oyster can help
Promoting gender equality isn’t a passing HR trend—it’s the foundation that builds a successful, engaged workforce.
As your global employment partner, Oyster is always by your side. We break down barriers to global hiring and help you build diverse, equal, and inclusive teams. Find out how we can support your journey toward workplace equality.
About Oyster
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