Fight the Good Fight: Why HR needs to lead by example in gender equality

In 2015, research by the CMI found that, on average, women managers earn 22% less than their male colleagues in equivalent positions.  For junior managers, this amounts to an average difference of £8,524, rising to £14,943 at senior levels.  The problem is compounded by the lack of female representation senior management positions.  Further research from the CMI showed that women make up only 20.7% of the FTSE 100’s senior managers.  It is clear that, even in 2016, we have a long way to go before we have achieved anything that could be accurately described as equality.

The issue has risen in prominence to a point that it can no longer be dismissed or ignored.  At the beginning of the year, the World Economic Forum placed gender equality among the 10 biggest global challenges.  Women make up roughly half the world’s population and therefore half the world’s potential talent and, if we live in a society that claims to reward talent and hard work, the gender pay gap is inexcusable.  It is now a matter of urgency that we examine the factors that allow this situation to persist. 

The same research from the CMI posited that a lack of aspiration and inspiration is a massive part of the problem.  A survey of women managers confirmed this, with 55% of respondents feeling there was an absence of female role models, but 81% feeling that their presence would help to raise aspirations.  A lack of role models has been cited as one of the biggest barriers to the hiring and promotion women, along with issues relating to confidence and aspiration.[1]   The combination of these factors is a bigger problem than work-life balance and unconscious gender bias. 

HR is an industry traditionally thought of as being an environment in which women can thrive.  A 2015 poll from Business Insider UK put Vice President of HR as number 7 in a list of the highest paying positions for women.  It was the only non-medical position in the top ten where the majority of professionals with this job title were women.[2]. 

However, whilst HR is ahead of the game when it comes to gender equality, the majority of professionals are still concentrated at operational levels.  Not only are men more likely to occupy the top HR jobs, but the ever-present gender pay gap rears its head with male Heads of HR earning over £7000 more than women in the same positions[3].  HR is doing well, but the struggle is far from over.

The CIPD, the UK’s leading professional body for HR and L&D professionals, define the HR and L&D function as ‘developing people, inspiring people and shaping the future of business.’ As the responsibility of developing talent and shaping working environments is shared by HR, the emergence of female role models needs to happen now more than ever.  Furthermore, with the majority of HR professionals being women, HR provides a potential source of women role models. 

Whilst this may not be the silver bullet that solves the problem of gender inequality, it will help to pave the way for women managers in other sectors.  HR has the power to help shape the future of business, but it also shares in the responsibility for ensuring gender equality and providing women with the inspiration they need to weather the challenges they will inevitably face in a world where the odds are still stacked against them.

Ash Kelly is a Qualifications Advisor at MOL. You can find out more about MOL’s uniquely combined HR and CMI training programmes here or by calling 0345 203 2103.