In response to legislative changes around pay equity and respect at work, Culture Plus Consulting has been working with Australian employers to better understand how to consult with employees on gender equity. Below, we outline discussion points designed to facilitate meaningful conversations with employees of all genders about their experiences and perceptions of gender equity in the workplace.
General Perceptions and Experiences of Gender Equity
- Overall Experience: How would you describe your overall experience of gender equity while working at your employer?
- Leadership and Culture: Do you feel that the company’s leadership and culture genuinely support gender equity and inclusion? Why or why not?
Hiring and Recruitment Practices
- Fairness in Hiring: Reflecting on your hiring process, did you feel it was fair and free from bias? What specific aspects stood out to you?
- Inclusive Recruitment Processes: Do you think the job descriptions, interview formats, and selection criteria are inclusive and equitable for all genders?
- Employer Branding Concerns: Were there any elements of the employer brand that raised concerns for you as a candidate?
Appraisals and Performance Evaluations
- Fairness in Appraisals: How fair do you feel the performance appraisal process is in terms of gender equity?
- Impact of Gender on Evaluations: Have you ever felt your gender influenced your performance evaluations or appraisals? Can you provide an example?
Development and Career Advancement
- Opportunities for Development: Do you feel there are equal opportunities for professional development and career advancement, regardless of gender?
- Barriers to Progression: Have you faced any barriers to career progression that you believe are related to gender?
- Inclusivity in Training Programmes: Are there specific training programmes or development opportunities you perceive as either inclusive or exclusive of certain genders?
Access to Flexible Working Arrangements
- Equal Access to Flexibility: Do you believe flexible working arrangements are equally accessible to all employees, regardless of gender?
- Support for Work-Life Balance: How well does your employer support work-life balance, particularly for parents and carers of all genders?
Gender Inclusion Initiatives
- Awareness of Initiatives: Are you aware of any specific initiatives, programmes, or policies that promote gender equity in the workplace?
- Effectiveness of Initiatives: How effective do you think these initiatives are, and have you participated in any?
Leadership and Workplace Culture
- Inclusive Leadership: How inclusive do you find the leadership team in terms of gender representation and decision-making?
- Employee Voices: Do you feel your voice is heard and valued during meetings and workplace discussions, regardless of gender?
- Attitudes Towards Women: How would you describe the general attitudes toward women in your organisation, both from peers and leadership?
- Comparative Treatment: Have you observed or experienced differences in how women and men are treated in similar roles or situations? Could you provide examples?
- Respect for Women: How well do you feel women are respected within your organisation?
Grievance Processes
- Awareness of Grievance Mechanisms: Are you familiar with the grievance process for addressing issues related to gender equity or discrimination?
- Confidence in Grievance Resolution: Do you feel confident that reporting a grievance would lead to a fair and unbiased resolution?
Recommendations for Improving Gender Equity
- Employee Suggestions: What changes or improvements would you suggest to enhance gender equity, diversity, and inclusion in your organisation?
Open-Ended Reflections on Gender Equity
- Additional Feedback: Is there anything else you would like to share about your experiences with gender equity and fairness in the workplace?
Originally posted on LinkedIn
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