A new report from WORK180, a diversity and inclusion focused jobs platform for women, has found that women want more pay transparency, menopause leave and flexible work policies from their workplaces.
The report, which is titled ‘What Women Want’ collected data from 769 people—predominantly women aged between 26 and 46 in Australia—to gain a better understanding of what will attract and retain female employees.
At the top of the list is flexible working, with three-quarters of respondents still prioritising it over a top-of-market salary.
Pay transparency and sexual harassment prevention policies came in second and third, with the demand for pay transparency being loudest among respondents in the Gen Z demographic.
It’s also important for women to work for employers who are actively removing their gender pay gap, with 86% of respondents citing this as important.
Founder of WORK180, Gemma Lloyd, tells marie claire Australia that the report highlights the growing importance of making salary information clear and accessible.
“The report emphasises the need for companies to be transparent about pay and to take concrete steps to address gender pay gaps. It shows that job seekers, especially younger ones, expect fairness and inclusivity in the workplace, and that companies need to actively work towards these goals.
“It shows that many young people, especially those in Generation Z, really want to know what steps companies are taking to fix any gender pay differences. This demonstrates a strong demand for fairness in how people are paid.
“Interestingly, more than half of the respondents would still consider working for a company even if it has a significant gender pay gap, as long as the company is genuinely trying to fix the problem. This shows that people value companies that take real action to address inequality, even if they start out with unequal pay.”
For the first time, a menopause policy also emerged as a top priority for respondents.
Considering that 25% of the working population is impacted by menopause symptoms at any given time, it’s surprising the demand didn’t reveal itself earlier.
According to Lloyd, the implementation of policies like this promote fairness and inclusivity in the workplace.
“They ensure that everyone, no matter their gender, has the same opportunities and support at work.
“They help attract and retain talent because companies that prioritise these policies show they care about their employees’ well-being, making them more appealing to top talent, including women,” Lloyd says.
“They improve well-being and productivity because flexible working options help employees balance their work and personal lives better, leading to happier, more productive workers. Companies known for their inclusive policies attract more applicants and keep their employees happy, creating a positive work environment.”
Unfortunately, it’s not always easy for women to find workplaces that prioritise these policies.
For this reason, Lloyd believes it’s “crucial for organisations to make their policies easily accessible and regularly communicated to all employees.”
“An inclusive organisation should ensure that its policies related to diversity, flexible working, parental leave, and women in leadership are prominently featured on their intranet sites or easily accessible through HR departments,” Lloyd explains, “employees should feel empowered to inquire about these policies and their implementation within the company.”
“Advocating for inclusive policies and practices benefits not only women but the entire workforce. By initiating conversations about diversity and inclusion in the workplace, you contribute to creating a more equitable and supportive environment for everyone.”
