The Driving Workplace Equity Series

Actionable data and insights from experts, employers and advocates raising the bar for all women* in the workplace

*by women, we mean all who identify and/or experience oppression as a woman (including cis, trans, intersex, non-binary or gender non-conforming individuals).

Reports in the series

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Report seven: Diversity Hiring Tactics That Trump the “Pipeline Problem”

Published September 2022

Focus: Inclusive hiring 

How are leading employers creating diverse workplaces despite the lack of women and marginalized groups in certain roles and sectors? That’s exactly what we reveal in this advice-packed report, and it starts with identifying the real problem

  • Busting the myth: Understand why hiring teams are no longer blaming homogenous hiring pools for a lack of workplace diversity.
  • Use our expert checklist to create a hiring process that attracts and supports successful applications from a diverse range of candidates.
  • Find out what women and marginalized groups are saying about their candidate experiences.
  • Discover 10 popular tactics to create a truly inclusive hiring process.
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Report six: How to Hear Unhappy Employees (Before It’s Too Late)

Published August 2022

Focus: Employee voice

Feedback forms. Surveys. Suggestion boxes. Our latest report reveals why your company’s current approach to ’employee voice’ could be doing more harm than good, and provides practical tips to do better.

  • Get the hard facts: Discover the business benefits of listening to and learning from ALL employees.
  • Learn why and how to apply an intersectional lens to your employee voice strategy.
  • Get eight expert-recommended approaches to gathering employee voice, equitably and inclusively.
  • Plus, five practical tips for empowering the voices of women and marginalized groups.

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Report five: Five ways to develop diversity (without relying on recruitment)

Published July 2022

This month’s focus: Career development

If companies are serious about creating a diverse, equitable, and inclusive organization, they can’t rely on hiring alone. Employers must invest in the upward mobility and retention of women and marginalized individuals already in their organization, which is best achieved through career development programs.

  • Gain a clear understanding of how career development can strengthen your diversity strategy
  • Key findings into what career development opportunities women want and need
  • Tick lists to help you audit your company’s current offering
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Report four: Understanding and addressing your gender pay gap

Published June 2022

The gender pay gap is bad news for business. The good news is, you and your team can do something about it. With no time to waste, this latest report is here to help you and your team understand what the gender pay gap is, why your company should care, and what you can do about it.

  • Gain a clear understanding of the causes of gender pay gaps and the dangers of doing nothing
  • Find out how the gender gap pay effects your all-important diversity, equity, and inclusion (DEI) initiatives
  • Discover what leading employers are doing to reduce the gender pay gap in their organization
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Report three: Six Pressing Reasons to Improve Your Parental Leave Policy 

Published May 2022

It’s hard to ignore the increasing demand for better parental leave policies, and organizations would be wise not to. This data-driven report reveals the pressing reasons to update your parental leave policy, as well as the actions leading employers are already taking.

  • Gain a clear understanding of the benefits of a progressive parental leave policy and the dangers of doing nothing
  • Find out how parental leave policies impact your all-important diversity, equity, and inclusion (DEI) initiatives
  • Discover what leading employers are doing to make sure their parental leave policy is as impactful as possible
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Report two: The Hidden Cost Of “Women’s Work”

Published April 2022

There’s a high price to pay for the pervasive perception that unpaid care and domestic duties are “women’s work”. This report reveals the current cost for women, men, and workplaces alike, and what leading employers are doing about it:

  • Gain a clear picture of the hidden impact sexist perceptions around unpaid care are having on your current workforce 
  • Understand how this issue could be damaging your company’s levels of diversity, equity, and inclusion (DEI) 
  • Calculate the current cost of this issue to your workplace 
  • Find out what leading employers are doing to address this issue

Report one: Flexible Working versus The Great Resignation

Published March 2022

Released in the midst of rising resignation rates, this debut report focuses on one of the most powerful policies for attracting, nurturing, and retaining the women all workplaces need to thrive:

  • Get the data behind the demand for flexible working 
  • Find out which flexible-working policies women want and need
  • Understand the power of these policies for both women and workplaces alike 
  • Explore the specific policies that leading employers are offering in 2022

Everything you need to know about WORK180’s Driving Workplace Equity Series

“The reports in WORK180’s Driving Workplace Equity Series offer up-to-date data, insights, and guidance on some of the biggest barriers to workplace diversity, equity, and inclusion right now. They’re regular, easy-to-read, and another way we’re supporting employers to raise the bar for all women in the workplace.”

Stephanie Lam
Social Impact Lead at WORK180

About the data and insights

Supported by external data, the reports present transparent findings from WORK180’s platform, network of experts and employers, and — crucially — voices from a wide range of women* in our community.

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WORK180’s 10 key standards for raising organizational standards for all women

Illustration listing ways to create a safe space; My employee experience, How our brand makes me feel, Best-loved benefits, Policies that need improving, Our company culture, What we should be celebrating, What we should be improving

About the monthly topics

The causes of gender inequity are complex and intersect with a range of workplace issues, which can be overwhelming for any team to understand and tackle. 

To help you and your team have a real impact, each monthly report hones in and provides relevant insights around WORK180’s 10 key standards driving equity in the workplace.

Learn more about equity in the workplace

What is workplace equity?

Workplace equality means providing all employees with the same opportunities, resources, and level of support. While this may seem like the fair and right thing to do, equal distribution can exasperate disparities by advancing those who are already ahead. 

Workplace equity, however, creates a truly fair and equal workplace by first recognizing that everyone has different circumstances, lived experiences, and needs. Equity, therefore, takes into consideration the needs of individuals and allocates resources and opportunities in a way that will even the playing field and ensure all employees can thrive.

The benefits of equity in the workplace

Beyond the clear moral case for supporting the careers of all women, workplace equity is increasingly in demand from candidates and consumers alike. Workplace equity is therefore a prioritiy for most organizations in 2022, both in terms of employer and overall company branding. 

The business case for equity in the workplace is extremely strong. An equitable workplace allows for employees to thrive, which allows for businesses to thrive. It’s also an essential foundation for creating a diverse and inclusive workplace, which — as academic and industry research continues to prove — positively impacts the bottom line for businesses.

To find the facts and figures around achieving the benefits of a diverse, equitable, and inclusive workplace, take a look at our list of recommended reading and resources.

How to create equity in the workplace

There are many causes of inequity in the workplace, including sexim, ageism, ableism, and racism. Discrimination can be overt and intentional, or hidden deep within your company’s culture, structures, and systems. And for many, the workplace barriers increase as several different types of discrimination intersect and compound with one another. 

Achieving workplace equity is complex and needs well embedded objectives at every leel of the organization. A great place to start is capturing and understanding the voice of your employees – particularly those from traditionally under-represented communities.

Where should you be focusing your efforts when it comes to diversity, equity, and inclusion?

Empower, listen and learn from underrepresented voices in your organization using Experience180 — the ready-made engagement survey you can provide in partnership with WORK180.