The concept of gender diversity in the workplace has come a long way since it was first introduced. Traditional definitions describe workplace gender diversity as an equal number of men and women employed at a single company. Today, however, the meaning of gender diversity is a bit more complex than that.

A gender diverse workforce begins with equitable hiring practices  — meaning men and women are brought on with a company at an equitable rate. But this extends beyond just recruitment. Your organization isn’t truly diverse until female employees are given the same opportunities as their male counterparts. This means occupying as many executive and managerial roles as men, inhabiting all teams and departments within the company and being paid an equal wage.

Although your organization has likely already made strides to tackle these inequities, it’s important to revisit these efforts and make continuous improvements toward closing the gender gap. In this article, we’ll dive deeper into the benefits of a more gender-diverse workforce and share actionable ways to elevate your existing diversity, equity and inclusion (DEI) efforts.

Workplace gender diversity has come a long way in recent years as a growing number of organizations have begun to prioritize equitable hiring and promoting practices. However, there are a number of issues surrounding gender equality and inclusion that still remain common. 

Here are the top challenges that forward-thinking companies are working to address:

Greater gender diversity benefits nearly every function within an organization. 

When you implement effective diversity recruiting strategies, you’re setting your company up for success by having access to a wider pool of talented job seekers. Gender diverse businesses also typically see improved employee retention rates. Put simply, people who feel safe and valued within the workplace are more likely to stick around.

Additionally, you build a positive brand reputation among both customers and prospective employees. Customers who see themselves reflected in the staff at your company recognize that your commitment to diversity in the workplace is genuine — not just a vanity initiative. Plus, having a gender-diverse workforce allows your organization to effectively serve a diverse customer base.

This same principle applies to job-seekers. A diverse and inclusive company culture attracts applications from candidates who identify with these values and can see themselves working alongside your current team members.

Gender diversity can also boost profits  — McKinsey reports that gender-diverse companies are 15 percent more likely to notice a higher return-on-investment (ROI). As more women enter the global labor market, leading companies recognize that it’s critical to prioritize gender diversity to remain competitive. 

Most organizations know that they play an important role in addressing diversity challenges. However, recognizing the need for a more diverse workforce is only just the beginning. It’s likely that your business may already have some initiatives in place that exist to close the gender gap. However, it’s important to revisit your efforts periodically to ensure that they’re actually making an impact.

If you haven’t already, here are several areas of opportunity to take into consideration: 

A commitment to elevating workplace gender diversity has the power to accelerate your business, boost your bottom line and most importantly, create a more equitable workplace for your team members. And while gender equity has advanced by leaps and bounds over the previous years, there is still a lot of work to be done. 

With these considerations in mind, you’re armed with the right tools to elevate your diversity, equity and inclusion efforts and make a real difference within your organization.

Getting buy-in from leadership is a critical component of any business strategy. Learn how to make the business case for your DEI plan, complete with a free presentation template to help you get started.