5 strategies to recruit and retain women in the workforce – Insights from the 2020/2021 PNG Salary Survey
When looking at this year’s salary survey what stood out was the fact women still remain under-represented in the labour force in PNG and there is a statistically significant difference between the salaries of men and women, with men over-represented in senior roles.
Women are highly disadvantaged when they seek formal employment, and our research shows the wage gap remains, although overall it is decreasing (based on the people we surveyed) since our last survey in 2018/19. The gender gap can be attributed to a combination of factors, including educational disadvantages and social expectations. Even when years of experience and qualifications are taken into account, organisations have fewer women in management positions and less diversity at the decision-making table.
We know more needs to be done, and organisations that prioritise female participation have the potential to generate considerable economic benefits for PNG. Achieving gender diversity can be challenging as there are structural issues holding women back from their participation in the workforce. It takes organisational commitment to overcome the barriers to female equality, but the result is appropriately qualified, skilled and diverse people at all levels.
The PNG’s Business Coalition for Women have 5 strategies for businesses to recruit and retain women in the workforce:
Pay women and men equally for work of the same value
- Have a pay range for each position and make this information freely available to employees.
Create a workplace culture that embraces diversity and inclusion
- Leaders and managers must visibly support and actively promote diversity and inclusion from the top down.
Implement supportive policies, programs and initiatives
- Policies demonstrate your company’s commitment to creating a safe and supportive workplace. They can include policies on family and sexual violence, sexual harassment, diversity and inclusion and more.
Set a target to ensure your progress
- Targets can be for the number of women in your workforce. BCFM suggests at least 30% female representation is required to make real change to company culture.
Set up mentoring/coaching schemes and networking opportunities
- Mentoring schemes help build women’s knowledge, skills, experience and confidence especially in male-dominated workplaces.