When
it
comes
to
creating
more
gender-balanced
experiences
in
the
workplace,
there
is
still
work
to
do.
While
the
latest
Employee
Experience
(EX)
Trends
research
from
Qualtrics
shows
there
are
no
significant
gaps
in
the
core
employee
experience
metrics
between
men
and
women
–
such
as
engagement,
intent
to
stay,
inclusion,
wellbeing,
and
meeting
employee
expectations
–
this
does
not
tell
the
complete
story.
The
differences
arise
when
we
look
at
experiences
among
intersectional
cohorts
of
men
and
women
in
the
workforce
and
within
certain
engagements
and
interactions.
For
example:
-
While
women
have
comparable
levels
of
engagement
with
men
(69%
and
68%,
respectively),
women
are
less
likely
to
say
their
experiences are
being
met
at
work
(56%
compared
to
60%)
and
have
a
lower
intent
to
stay
(53%
compared
to
60%) -
Intent
to
stay
among
women
in
the
workforce
is
lowest
among
women
with
a
disability,
women
below
management
level,
and
women
younger than
35 -
40%
of
women
believe
their
pay
is
linked
to
performance,
compared
to
49%
of
men -
55%
of
women
say
the
benefits
at
work
meet
their
needs,
compared
to
62%
of
men -
Ensuring
women
feel
supported
through
change,
have
access
to
learning
&
development
opportunities,
are
empowered
to
make
decisions,
and
are
provided
with
early
onboarding
experiences
are
the
core
EX
offerings
setting
women
up
for
success
at
work.
Findings
from
the
Qualtrics
study
highlight
the
diverse
gender
experience
gaps
that
exist
–
and
are
sometimes
hidden
–
in
workplaces
across
Australia
and
New
Zealand,
highlighting
the
critical
need
for
employers
to
build
more
momentum
with
targeted
action
focused
on
identifying
and
closing
them.
Five
ways
to
create
more
balanced
experiences
at
work
Drawing
on
intersectional
gender
insights
from
Qualtrics’
2023
Employee
Experience
Trends
report,
there
are
five
key
areas
employers
must
prioritise
to
ensure
workplaces
are
equitable
for
all:
1.
Review
pay-for-performance
practices
and
design
benefits
for
a
hybrid
world
Fewer
than
half
of
employees
(44%)
in
Australia
and
New
Zealand
agree
their
pay
is
linked
to
performance,
with
men
(49%)
significantly
more
positive
than
women
(40%).
Simultaneously,
there
has
been
a
significant
drop
year-on-year
in
the
volume
of
women
who
say
employee
benefits
meet
their
needs.
With
just
half
of
Australian
organisations
conducting
pay
equity
analysis,
there
is
a
clear
need
for
more
transparent
and
fair
data-driven
pay
and
performance
practices
to
ensure
pay
is
fairly
distributed.
2.
Seek
to
understand
the
drivers
of
gendered
outcomes
in
the
workforce
As
demonstrated
by
our
findings,
employers
wanting
to
provide
a
consistent
employee
experience
for
their
entire
workforce
need
to
understand
the
different
drivers
that
exist
among
their
employee
base
and
take
systemic
action
on
them.
For
example,
the
Qualtrics
research
indicates
that
feeling
supported
through
change,
having
access
to
learning
&
development
opportunities,
being
empowered
to
make
decisions,
and
early
onboarding
experiences
are
what
set
women
up
for
success
at
work.
3.
Understand
and
improve
the
intersectional
human
experience
Linked
to
understanding
the
EX-drivers
for
women
at
work,
there
are
experience
gaps
among
different
groups
of
women
in
the
workforce
too
whether
that’s
by
age,
ability,
ethnicity,
culture,
job
type,
or
level.
Identifying
and
acting
on
the
unique
needs
of
different
cohorts
is
critical.
According
to
AHRI,
only
a
quarter
of
Australian
organisations
currently
measure
the
DEI
profile
of
their
organisation
to
assess
the
intersectionality
between
different
groups
or
identities.
To
demonstrate
this
reality
in
Australia
and
New
Zealand,
the
Qualtrics
data
shows
that
employees
who
identify
as
women
with
a
disability
have
significantly
lower
wellbeing
indicators
than
men
with
a
disability.
Looking
at
experiences
of
employees
with
a
disability
as
a
single
cohort
without
the
gender
lens
would
result
in
missing
these
important
insights.
4.
Build
diverse
leadership
teams
and
an
equitable
opportunity
for
career
development
As
part
of
efforts
to
close
the
gender
experience
gap,
it’s
critical
employers
remain
conscious
about
building
diverse
leadership
teams
reflecting
the
customers
and
employees
they
represent.
In
fact,
this
isn’t
just
good
moral
sense,
it
makes
good
business
sense,
too.
McKinsey’s
most
recent
Diversity
wins
report
shows
the
most
diverse
companies
outperform
their
peers
by
36%
in
profitability.
While
one
of
the
most
pervasive
drivers
of
EX
for
men
and
women
is
feeling
as
though
their
‘career
goals
can
be
met’,
the
Qualtrics
study
shows
men
are
more
positive
about
the
opportunities
afforded
to
help
them
achieve
this.
As
such,
it’s
important
to
continually
find
proven
ways
that
enable
women
to
achieve
their
goals.Â
5.
Go
beyond
the
gender
binary
While
it
is
easy
to
limit
discussions
about
gender
equity
to
the
experiences
of
men
and
women,
gender
is
not
binary
and
should
always
include
the
experiences
of
transgender,
intersex
and
non-binary
people.
The
insights
from
our
global
study
(based
on
nearly
30,000
responses)
show
these
employees
have
consistently
poorer
experiences
at
work,
demonstrating
the
critical
opportunity
for
employers
to
apply
a
focus
on
these
groups.
Improving
the
gender
experience
gap
is
bigger
than
pay
When
we
talk
about
making
the
workplace
a
fair
and
equitable
experience
for
all,
our
data
reinforces
the
point
that
this
is
a
larger
discussion
than
simply
pay.
The
pay
gap
is
part
of
a
much
larger
experience
gap,
and
employers
must
be
focused
on
resolving
this
in
order
to
make
sustainable
and
impactful
progress.
The
workplace
experiences
people
need
to
feel
included,
engaged,
and
want
to
stay
with
their
organisations
are
largely
the
same
for
men
and
women.
The
difference
exists
in
how
positive
the
experiences
are,
with
employees
who
identify
as
men
being
more
likely
to
have
these
expectations
met.
If
employers
are
serious
about
making
positive
change,
employers
need
to
understand
why
some
groups
of
employees
are
experiencing
things
differently
from
others
to
help
take
immediate,
tailored
action
to
remove
the
friction
points
that
exist.
In
many
instances,
this
will
improve
the
programs
that
already
exist.
Ensuring
the
workplace
is
an
equitable
place
for
all
requires
ongoing
focus
and
commitment
from
employers.
When
we
are
successful,
the
benefits
will
be
felt
across
every
aspect
of
society.Â
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