In our recent newsletter, our Managing Partner discussed the need for gender equality in C-suite positions and Boards across Canada.
http://us10.campaign-archive2.com/?u=bac33b218bba1549b541ccfb3&id=6ea0342c35&e=f9c901a2c6
In Ontario, female employees receive, on average, 26% less in wages than male employees based on full-time, full-year wages (2011 Statistics Canada). Would equal pay for men and woman encourage more woman to step up to the leadership positions they are quite able of handling? Well it certainly wouldn’t hurt to compensate woman on the same level as their male counterparts. After all it is 23 years and counting since Pay Equity Legislation was introduced in the province.
How can you, as a CEO or business owner ensure that women in your organization are properly compensated for the work they are doing relative to their male counterparts.
- Are you hiring diversity into your organization? Is your recruitment process robust enough to provide you with choices that include qualified woman, minorities and Ontarians with disabilities whenever you need to make a hire?
- Do you have well written job descriptions outlining the responsibilities, knowledge and experience required to be successful in the role and describing the expected deliverables and accountability for the position?
- Are you evaluating all roles in the organization using a gender neutral evaluation tool and placing roles of comparable value into appropriate pay bands or pay ranges?
- Do you set performance expectations for each individual in the organization and hold all employees accountable to deliver what is expected of them?
- Are you providing appropriate talent development opportunities so employees capable of doing more are able to progress to the key leadership roles?
- Do you monitor your succession progress to ensure equal opportunities for males, females and minorities within the organization?
Before you know it your leaders – male, female and minorities – will be contributing more to the success of the business. They will be engaged and self-managed toward the objectives of the organization. They will go out of their way to improve and sustain excellent relationships with your customers, clients and other stakeholders.
Osborne Principals are experienced in creating healthy organizations. We can develop a talent management process that is unbiased and allows individuals to achieve and grow into key leadership positions, breaking any glass ceilings that may exist today.
http://localhost/osborne/wp-content/uploads/2015/04/OG_HR_Brochure.pdf
