While the UK has made significant progress in reducing the gender gap in the workplace, there are still areas where gender bias needs to be addressed.
The most recent report from the World Economic Forum (WEF), published in 2023, found that the UK ranked 15th out of 146 countries on gender parity, and that at the current rate it would take 169 years to close the gap.
The gender pay gap
The most recent ONS government survey found that there is a 7.7% gender pay gap in the UK. Although this gap has narrowed in recent years, it still remains a staggering figure. The largest disparity is among those over the age of 40, with a 10.3% difference between men and women.
This trend correlates with the fact that fewer women in their 40s and 50s occupy roles such as managers, directors, and senior officials. By focusing on these figures, recruiters have the opportunity to direct their efforts toward reducing this gap further by hiring in these areas.
Trade industries and the lack of women
One of the most significant gender gaps exists within the trade sector. Women in skilled trades still face stigma and can be subjected to sexism.
Skilled trades include electricians, plumbers, landscapers, welders, construction workers, and many more.
Many workforces and residents refer to trades workers as ‘tradesmen’. In schools, gendered language is often used to offer career advice to students, with 73% of 16-18 year old students hearing the term ‘tradesmen’ instead of ‘tradespeople’.
This bias may contribute to the difficulty girls face in entering skilled trade work, with opportunities not always being presented or promoted to them. Further research indicates that if young people take up a trade at the age of 18, they could be earning upwards of £50,000 by the time they are 25.
There are platforms such as TaskHer, which allow homeowners to book qualified tradeswomen. However, there needs to be a broader push to recruit women across the board. According to the ONS, the construction industry employs only 15% women.
Lack of male teachers
On the other hand, there are areas that lack male employees, with teaching being one key example. In England the teaching workforce is made up of 76% women as of 2023/24.
The shortage of male teachers mean they are in high demand, with some schools (almost 1 in 3 state funded primary schools), having no male teachers at all.
The lack of male teachers means less role models for students to look up to. Male teachers can also show boys that teaching is something they could aspire to, as teaching, much like other sectors, must be promoted as a career for all genders.
How do we change the status quo?
One way we can combat these issues is by raising awareness of the gender pay gap within certain industries, equipping recruiters and organisations with the knowledge and tools to enhance diversity among their employees.
Companies in the trade industry, in particular, should consider different recruitment strategies, such as hosting women-only recruitment events to build a diverse talent pool.
Other ways recruiters and organisations can reduce the gender gap include:
- Promoting the benefits of entering specific careers and using engaging tools, platforms, and trends is essential. Digital platforms like TikTok can be crucial in promoting opportunities and careers to a younger generation, utilising trends they would normally engage with to capture their attention.
- Organisations should also set diversity goals and ensure that the recruitment process is inclusive.
- Standardising interviews and avoiding adaptations, unless required, can significantly increase a company’s talent pool. This approach also means eliminating appearance-based recruitment decisions and focusing on candidates’ abilities and potential.
The recruitment industry has a pivotal role in reducing the gender gap, both in regards to pay, and industries dominated by a certain gender.
Here at The Protocol Group, we have the tools to be able to increase the talent pool in your organisation in a strategic, sustainable way. Contact us today to find out more.
