A Reflection on Women’s Equality in the Workplace

28
Mar 2023
161
A group of women are standing next to each other in a room holding papers.

Contributors from the Grande Prairie CPHR Alberta Chapter Committee: Valerie Boon, Mandy Ingraham, Jennifer Ireson, Jennifer Swan.

The following article is a review by the Grande Prairie CPHR Alberta Chapter Committee of the article: Women’s Equality In The Workplace Requires Greater Inclusion (forbes.com) by Paolo Gaudiano and COVID-19 pandemic has disproportionately impacted women   by Anna A. Tavis, Ph.D.

This article discusses International Women's Day, its role in generating discussions and new regulations around gender equality. Despite these efforts, gender disparities persist and were worsened by the COVID-19 pandemic. The author suggests that the single-minded focus on numerical representation for diversity rather than prioritizing inclusion and equity is a critical reason for this. It has been well-documented that diverse and inclusive workplaces are more innovative, productive, and successful, which is good news for women and companies.

The thought of measuring for exclusion across an entire organization would perhaps produce less animosity amongst employees as many privileged people feel a sense of angst and favoritism when companies focus on asking only those they consider marginalized or on areas that they are already 'included.' In the book Nudge by Richard Thaler, the discussion on choice architecture is applied similarly. Allowing employees and employers to make better choices by designing processes that increase better decisions will produce beneficial outcomes toward meeting the organization's goals. 

For example, suppose a company has decided that its upper-management team needs additional diversity. In that case, the recruitment process may be adjusted only to provide candidates that meet that requirement. The selection process must not overstep human rights within the jurisdiction. Still, by not providing candidates who meet those diversity standards, they subtly nudge the team to hire and meet company goals. 

One section spoke to the most significant gender disparity, Respect. "What harms employees are the day-to-day slights and micro-aggressions that result primarily from interactions with colleagues." The article lists where an organization would have the most significant opportunity to move the needle on gender biases by educating and bringing awareness of the impact of each employee's interactions having a direct correlation to others' satisfaction with the workplace. This is a fundamental yet often forgotten piece of the daily grind. 

What both articles found was: 

  • Gender effect was profound during the financial crisis and through Covid-19, forcing many women disproportionately out of the workplace
  • Economists have known that women's workforce participation rate has been stagnant
  • The gap has widened being that globally the trend in many cultures is that women stay at home and do additional unpaid work, which has impacted the percentage of participation downward because of traditional gender roles
  • Summary of the Tri-factor challenge affecting women worldwide:

1. Women tend to represent front-line workers with very little stability

2. Working moms took on responsibilities of educating and child care when stay-at-home order was in place

3. Women took on caregiving roles

The Tri-factor effect has been something that has been a significant factor in progressing the participation of women in the workforce. The balance of equality and equity is at the forefront when viewing women in the workforce during a financial or global crisis. Women represent the vast majority of front-line essential worker positions while still being expected to carry the burden of supporting family needs. Organizations that foster a "women at work" culture could perhaps gain a strategic advantage. 

It is frustrating, then, that despite these efforts, significant disparities persist. In fact, the COVID-19 pandemic has disproportionately impacted women , highlighting some of the structural inequalities that continue to pervade our economy and virtually all facets of our society.

In times of difficult recruitment and unemployment rates at historic lows, employers must take action to ensure they are doing everything possible to retain their talent. So much effort is taken to ensure companies are getting the diverse talent they need in the door. Now, the more difficult task comes, ensuring they stay. By looking at what the article lists as "process metrics," companies can evaluate where they may be missing the mark. 

With a disproportionally high rate of women in human resources, it is an opportunity to ’nudge’ companies into making the right decision regarding diversity, equity and inclusion in the workplace. Set a place for HR at the upper-management table and devise a new DEI plan. 


 

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.


The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



By Marina Perkovic July 29, 2025
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By Marina Perkovic July 15, 2025
Author : Ada Tai Over the past month, I spoke with three professionals who had recently been laid off. April , a former schoolmate, has over 20 years of experience and has held management roles at several organizations. Most recently, she led a team at a large oil and gas company, where she was instrumental in building out a new service area. Despite her accomplishments, a combination of economic challenges and a lack of connection with her new boss led to her dismissal. Having been involved in layoffs before, she understood the process, but when she called me, she admitted it was much harder to be on the receiving end. She felt overwhelmed by a mix of emotions: denial, anger, betrayal, and a deep sense of failure. Carol , once a mentee of mine, built a strong foundation in the finance sector, and her persistence earned her a team lead role at a competitive mid-sized firm. Therefore, her call caught me off guard; she was trying to make sense of being included in a round of layoffs that affected 12 others. Having just been promoted, she struggled to understand why she had been chosen. She reached out for support as she navigated both the practical and emotional aftermath. Joe had been a student in one of my classes. With a master’s degree and excellent communication skills, he established a respected career in the regional non-profit sector. We maintained contact and often crossed paths through work. Joe was frequently involved in launching new initiatives and was recognized by both his boss and the board for his contributions. However, when the sector faced financial strain, he and his manager were among the 15% let go. He contacted me a month after the layoff; he had taken time to process everything and was now reflecting on what direction to take next. These stories are not uncommon. In fact, with ongoing economic uncertainty, many professionals, regardless of their experience or performance, are facing unexpected career changes. While layoffs are always challenging, the way they are handled can significantly impact both the individuals affected and the organization. This highlights a critical challenge for organizations: how can companies manage necessary workforce changes with both strategic foresight and genuine care? In addition to engaging the Human Resources department early in the planning and execution process, many businesses are increasingly recognizing the value of utilizing third-party outplacement services. Outplacement services are employer-sponsored programs designed to support both the business and departing employees during layoffs or organizational restructuring. Typically included as part of a severance package, these services offer more than just logistical support; they help individuals navigate a difficult transition with confidence. Outplacement services can be customized based on the needs and budget of the employer. Offerings often include planning for workforce reductions in collaboration with the business, delivering termination messages, and providing one-on-one career transition coaching and emotional support to affected staff. More importantly, these services help affected employees regain focus by offering practical job search guidance, resume coaching, and career direction tailored to their experience and industry. For employers, outplacement services can deliver a clear return on investment. Companies that provide structured transition support often experience fewer legal disputes and benefit from a stronger employer brand, which can positively influence talent attraction and retention. Showing care during a difficult time speaks volumes to internal teams, affected employees, clients, and the broader market. Having worked closely with businesses and professionals throughout this process, I’ve witnessed the significant difference that experienced, neutral third-party support can make. In fact, a 2023 CBIZ report, referencing Bureau of Labor Statistics data, noted that individuals who received outplacement assistance secured new roles 40% faster than those who did not receive support (CBIZ, 2023). Just imagine if April had access to a coach experienced in private sector transitions, or if Carol had received immediate help with processing her layoff and planning her next steps; the positive impact would have been immediate. In today’s environment, outplacement isn’t merely a nice option; it is a strategic necessity. How will your organization ensure a respectful and supportive transition for its workforce? When selecting an outplacement partner, consider factors such as industry experience, the ability to customize services, the quality of career coaches, and the integration of digital tools for job seekers. Not all providers offer the same level of support or results, so thorough vetting is essential.
By Marina Perkovic July 10, 2025
The countdown to the CPHR Alberta 2025 Conference has officially begun!
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