Advancing Gender Equity: Strengthening Your Diversity and Inclusion Strategy in the Global Workforce | Part two

This article is the second instalment in our series on diversity and inclusion strategies for the global contingent workforce. In Part 1, we explored the perceptions of diversity across regions and highlighted opportunities to improve inclusivity. If you haven’t already, read it here.

In this part, we focus specifically on gender diversity and how it is perceived by contractors globally. We delve into regional data from CXC’s 2024 Global Contingent Workforce Experience Survey and share actionable insights for organisations aiming to enhance their gender diversity efforts as part of a broader diversity and inclusion strategy.

Gender diversity perception by region

In addition to overall diversity, the 2024 Global Contingent Workforce Experience Survey explored contractors’ perceptions of how gender impacts their opportunities. Participants were asked: “Do you feel that your gender has affected the opportunities you have been given within your current role?”

Regional breakdown of gender-related opportunities data

• Australia: An impressive 92.6% of contractors in Australia felt that gender did not affect their opportunities. This aligns with the region’s high diversity perception score, suggesting that gender equity is well-integrated into its diversity and inclusion strategy.
• Asia: Only 70.8% of respondents in Asia reported no gender impact, while 29.17% noted a positive influence. This indicates some progress in gender inclusivity but highlights the need for broader efforts to address other aspects of diversity.
• Europe: Similar to Australia, 72% of European contractors felt that gender did not affect their opportunities. However, the region’s lower diversity score suggests challenges in building a fully inclusive workplace culture.
• North America: Here, 90.13% of contractors experienced no gender-related barriers. While overall perceptions are positive, a small portion noted both positive and negative impacts, reflecting lingering issues in specific industries or roles.

Key regional insights

The regional data underscores how cultural and societal factors influence gender perceptions and highlight the importance of tailoring a diversity and inclusion strategy to regional contexts:

• Australia and North America: These regions demonstrate stronger diversity initiatives, correlating with fewer gender-related barriers. Sustaining these efforts will require organisations to continue promoting inclusivity across all levels.
• Asia and Europe: While progress is evident, these regions show gaps in addressing diversity beyond gender. A more holistic diversity and inclusion strategy is needed to promote inclusivity across various dimensions.

How to improve gender diversity

Enhancing gender diversity requires a multifaceted approach that integrates policy changes, cultural shifts, and leadership accountability into an organisation’s diversity and inclusion strategy. Below are actionable steps to foster gender equity at all levels:

Commit to leadership accountability

Leadership accountability is critical to the success of any diversity and inclusion strategy. Organisations should:

• Set measurable gender diversity goals tied to leadership KPIs.
• Engage senior leaders as sponsors to champion gender equity initiatives.
• Regularly track and report progress on gender diversity objectives.

Implement diverse hiring practices

To build a gender-diverse workforce, organisations must adopt inclusive recruitment strategies, including:

• Using tools to eliminate bias in job descriptions.
• Actively sourcing talent from networks focused on women’s professional development.
• Conducting blind CV reviews to reduce unconscious bias during the hiring process.

Offer flexible work arrangements

Flexible work policies are a cornerstone of any effective diversity and inclusion strategy. They help attract and retain female talent by addressing caregiving responsibilities and promoting work-life balance:

• Provide equal parental leave for both genders to normalise caregiving roles.
• Offer remote work and flexible hours to accommodate diverse employee needs.

Invest in leadership development for women

Leadership development programmes can empower women to advance their careers. Key initiatives include:

• Mentorship and sponsorship programmes pairing women with senior leaders.
• Leadership training to enhance skills in negotiation and executive decision-making.
• Establishing women’s leadership networks to foster career growth and visibility.

Foster an inclusive company culture

A culture of respect and inclusivity is vital for creating a workplace where everyone thrives. Organisations should:

• Enforce zero-tolerance policies for discrimination and harassment.
• Conduct unconscious bias training to raise awareness of inequities.
• Actively involve leadership in modelling inclusive behaviours.

Address pay equity

Pay equity is an essential component of any diversity and inclusion strategy. Organisations should:

• Conduct regular pay audits to identify and address gender pay gaps.
• Maintain transparent compensation policies to promote fairness and trust.

Support career progression and return-to-work programmes

Women often face barriers to advancement or challenges when returning to the workforce after extended leave. To address these, organisations can:

• Create clear pathways for promotions and career progression.
• Offer re-entry programmes to help women reintegrate into the workforce after caregiving responsibilities.

Conclusion

A robust diversity and inclusion strategy that integrates gender equity efforts is essential for creating a supportive workplace culture. By addressing regional nuances, promoting flexible policies, and ensuring leadership accountability, organisations can make significant strides in improving gender diversity.

Stay tuned for further insights into fostering inclusivity across the global contingent workforce. To explore more findings and actionable strategies, download the full CXC Global Contractor Experience Survey here.