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Men less likely to recognise gender inequality as an issue in the workplace, Hays reveals

A recent global survey by Hays has revealed that men are more likely to believe their employer is committed to achieving gender equality in the workplace than women.

Ahead of this year’s International Woman’s Day on 8th March, Hays recently surveyed over 1,100 people across nearly 100 countries, to highlight the perceived barriers to gender equality in the workplace. Hays asked respondents on a scale of one to five how committed their employer was to achieving gender equality. Overall, 32% said their employer was less committed to achieving gender equality, revealing women (39%) were more likely to believe there was a need for improvement, versus 23% of men. 45% of all respondents said their employer was more committed to achieving gender equality, with men (57%) believing this to be the case versus 38% of women.

The respondents who indicated their employer was less committed to achieving gender balance were then asked how their employers could improve gender equality, with 61% indicating that their employer could improve parity by focusing on equal pay. Also, women (72%) were more likely to identify equal pay as the biggest improvement needed, versus 39% of men. Furthermore, men (26%) also suggested flexible working hours could improve gender equality in the workplace, compared to just 14% of women. 

Sandra Henke, Hays group head of people & culture, commented, “With International Women’s Day taking place this month, it is good to see that businesses are seen to be striving to achieve gender balance for better in their workplaces, however, it is concerning to see that equal pay is still seen as an issue which isn’t being tackled by employers. It’s important employers listen to the concerns of their employees and that they are clearly communicating the actions they are taking to achieve parity within their business. More progress needs to be made to truly achieve gender equality in the workforce and it is beneficial to all. The business case for diversity is strong, not only does a pipeline of female talent broaden the talent pool, it strengthens the problem-solving abilities of an organisation, with a greater range of knowledge and experience to be shared.

“Across the Hays business we are celebrating the achievements of women throughout March and beyond, while also promoting our meritocratic culture and further identifying the barriers to achieving gender equality in the workplace. At Hays we firmly believe that it is a case of simply the best person for the job and is determined by an individual’s performance rather than by gender, race, age, sexual orientation or disability status.”

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