Our pioneering Gender Benchmark launched at the start of summer 2024. Based around 7 goals, WE+ is a transformative framework that will help organisations get closer to achieving gender equality
The traditional workplace model – rigid structures, inflexible hours – has often hindered women’s career progression. It doesn’t often allow for maternity leave or school drop-offs and pick-ups, or days spent caring for sick parents; it certainly doesn’t allow for equal career progression for women who undertake responsibilities such as these.
The third goal under the One Loud Voice (1LV) WE+ Measure is to Remove Structural Issues Around Working Patterns and Benefits. The goal is part of the rich mix of issues that the WE+ Measure aims to tackle. It centres on making flexible working arrangements the norm and combining these with access to the same opportunities as men in terms of training, benefits and mentor/sponsor programmes, together with a change in the corporate mindset.
Flexible work arrangements
Although there is greater access to flexible working as well as a legal right for all employees to request flexible working from their first day of employment, there are still more women who need to work flexibly. Their careers can be adversely impacted compared with their male peers simply because they are not physically present to be considered for promotions and other opportunities.
If companies normalise flexible work arrangements, they stop the unconscious bias against women who use them.
• Remote work: can accommodate diverse lifestyle needs, especially for women with caregiving responsibilities
• Flexible hours: offering these can allow women to balance work and family commitments more effectively
• Compressed workweeks: reducing the number of workdays per week can provide more time for family life
Other areas of structural change
A range of other areas can support change rigid working structures. Equitable parental leave benefits for both parents can encourage shared caregiving responsibilities and reduce the career impact on women. Flexible return to work options can also reduce the impact; these include offering phased returns, part-time work or job sharing.
Women who work in financial or professional services often come up against strong barriers to change. One barrier is networking – in the City, men network and business gets done. By providing mentorship and sponsorship to women, it can help develop their skills and network and ultimately advance their careers.
At 1LV we always look to fix the system rather than the women. Bias training and awareness can educate employees about unconscious biases and how they can impact decision-making. And, by overall promoting a culture of inclusivity and equality, companies can provide the support that women need.
Our seventh goal is around equal pay and ensuring fair and equitable practices around everything that comes with pay. But benefits that also support structural changes to improve equality include healthcare, childcare and retirement plans. By addressing these structural issues, organisations can create a more equitable and inclusive workplace where women can thrive. All the evidence points to the creation of a win-win situation that not only benefits women but leads to increased productivity, innovation and overall business success.
The seven WE+ goals clearly focus on key areas where we know organisations can make meaningful differences to their overall gender equality. They are separate goals that also work together. For example, by normalising flexible working practices – on of our other goals – and putting in place measures to ensure remote workers are not disadvantaged, organisations can create the right conditions to fairly evaluate people for promotion and reward. Such measures can sit alongside data-driven decision making, which can then identify any potential biases in promotion and reward decisions.
A fairer future
Measures to assess an organisation’s commitment to gender equality include: the current representation of women across all roles; whether specific gender targets exist; whether there is a target for the percentage of women in middle management positions; whether there is a target for including women in the pipeline for senior management roles; whether the board has committed to achieving gender equality targets. Key measures are the gender equity actions that achieve the gender equality targets.
By using the WE+ Measure, organisations will be showing teams, future employees, suppliers and customers that they are on a clear path to gender equality. They will receive an initial rating on each goal, as well as specific feedback, and leaders will see where and how they can make changes
Our aim is for systemic change to ensure women are fairly represented and promoted at all stages of their careers, with a particular focus on middle management roles. We know that the talent pipeline in these roles is lacking, and it is impacting career progression to senior management roles and beyond. With the help of the benchmark, organisations will be able to set their own standards for achieving equal and appropriate representation of females and to ensure women have an equal chance of making it through the talent pipeline to senior roles.
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About WE+
The One Loud Voice (1LV) WE+ Measure was always designed with ‘all of us’ in mind. The gender benchmark was launched in June 2024 with a simple aim: to help women in the workplace at every point in their career by working with organisations and helping fix the structural imbalances in the system.
Structured around seven strategic goals WE+ gives organisations a foundation from where they can articulate their commitment to both equity and equality in the workplace.
Goal 1: Commitment to gender equality
Goal 2: Minimise bias in recruitment, promotion and reward
Goal 3: Resolve structural issue around working patterns and benefits
Goal 4: Create psychological safety and an inclusive culture
Goal 5: Genuine partnership approach between genders
Goal 6: End gender discrimination and harassment
Goal 7: End gender pay gap
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