Five ways employers can champion gender equality right now

Charlotte Woodworth

• 健康社区
• Employment and Skills
• Diversity and Inclusion
• COVID-19
• Everyday Inclusion

Almost a year into the COVID-19 pandemic and we are in lockdown again. Experience tells us women are bearing the brunt of many of the measures, with potentially grave consequences for the immediate future and longer term. However, the choices responsible businesses make now could not only mitigate some of the worse effects but also accelerate progress toward a more equal future.

如果我们继续倾听，学习和适应，我们都可以软化一些最艰难的影响，并将新思想延续到未来。

考虑到到目前为止所测经验教训，社区（BITC）的业务已确定五个关键步骤雇主应采狗万买球下载取保护性别平等：

1. 休假或授予需要它的额外付费。
2. 在这个时候对工作量要灵活和现实。
3. 影响评估您的计划并避免Groupthink。
4. 应对当前家庭虐待的增加。
5. 倾听，并带来同情和包容。

1需要休假或给予额外带薪休假的人

政府保留职位计划允许组织到可能拥有Covid-19产生的儿童保育问题的休假员工（例如，学校封闭）;声称每月高达2500英镑的工资80％。即使您或有问题的员工，组织也能够这样做，从未使用过休假计划。它可以灵活 - 例如允许员工只需减少他们的时间，并且只声称对他们不起作用的时间的休假支持。

BITC建议雇主在可能的情况下将休假支持提高到100%，从而确保那些被迫减少工作时间的工人不会在经济上损失。

许多雇主还选择给予负有额外照顾责任的雇员额外的带薪假期，以支持他们应对COVID-19的影响。例如：；延长紧急抚养假，支持当前的育儿假计划，或者至少提供无薪额外假期。一些雇主还扩大了用于支付儿童保育费用的财政支持。许多有工作的父母所依赖的非正式照料（如祖父母）已不复存在，一些人转而利用机构和其他支助服务提供帮助，从而产生额外费用。

除了采用更改的政策，思考如何有效实施它们。这意味着确保管理者了解方法以及如何应用它。确保员工了解可用的内容，这是重要的管理人员努力消除对员工职业生涯的长期影响的任何疑虑。

比特的平等生活研究found concerns about the perception of those taking parental leave – that they are in some way less committed or ambitious. This can weigh on the minds of those thinking about taking parental leave, fathers in particular. Employers can showcase senior leaders taking time out to deliver caring responsibilities and make it clear that those utilising these policies will not be penalised.

Taking this action now will help ensure the retention of talented people, many of them women, who, particularly at this time are feeling forced to choose between paid work and responsibilities at home. It will also stand you in good stead as an employer who supports people, of all genders, to have a good work life balance.

2。Be flexible – and realistic

目前许多雇主采取了更灵活的工作方法，认识到员工正在应对变更情况。示例包括支持工作人员的工作各种或减少时间，并帮助团队制定允许家庭学校校办时间表的工作时间表。这些操作可以正式采取 - 通过使用日历颜色授予员工“时间码”，或者更巧妙地授予员工，以指示它们在特定时间段内管理其他职责。

However, flexible hours cannot magically add extra hours into the day. It is crucial employers recognise that for many staff there needs to be a reduction in workload. This could be delaying projects, re-prioritising work streams, or reallocating some responsibilities. These actions needs to be taken in consultation with teams. Consider how these changes might impact on subsequent performance reviews. Some employers have chosen to delay appraisal processes to reflect the extraordinary circumstances of the past year.

现在就采取行动有助于解决我们所看到的焦虑增加的问题，避免精疲力尽。这也是一个很好的机会来回顾你的灵活工作的更广泛的方法；抓住改变了的态度和经历，将一种更注重交付和成就，而不是工作时间的文化纳入主流。

3.影响评估任何更改的政策或计划

在之前的经济衰退中，一些群体受到的影响要比其他群体严重得多，但决策者很少有这样的打算。在实施任何更改之前，请考虑谁将受到最严重的影响-关闭物理站点、重组运营或只是取消特定功能。
BITC的负责重构工具包can help you identify if some groups are set to be disproportionately effected and includes suggestions to prevent and mitigate these impacts.

你还应该确保广泛的人通知和塑造你的计划。避免Groupthink.将降低盲点斑点的风险，例如，单身父母如何 - 谁现在告诉我们现在具有特别具有挑战性的时间^IIII- 将受到影响。与员工网络定期订婚将是宝贵的。

4.Address domestic abuse

这联合国将家庭暴力描述为“影子大流行”。In the UK, calls to the National Domestic Abuse Helpline rose by 80% in June last year. Many employers have for the first time adopted explicit, tailored wellbeing policies considering domestic abuse, tackling what has often been viewed as an ‘in the home’ problem. BITC’s雇主家庭虐待最新工具包can help you ensure you are providing your staff with the right support.

5.。倾听，并带来同情和包容

据说我们正在经历同样的风暴，而是在不同的船上。没有两个人的大流行是一样的;黑色，亚洲和少数民族劳动人员更有可能有一个被爱的人死亡^一世有关心责任的方法更有可能报告与杂耍责任的斗争^一世一世和妇女更容易面对国内滥用^{一世一世一世}。

随着企业通过大流行和其他相对绝缘的一些严重影响的情况来努力改变环境，与您的团队感到感受并未更加重要。员工需要什么不同，改变和变化。许多雇主正在持有更频繁的“听力”会议，成为所有员工的活动或特定的焦点小组，与员工网络或脉冲调查进行参与。狗万投注平台高级领导人应该密切关注你的团队告诉你并寻求适应和响应的作用。

We will soon mark a year since we first went into lockdown here in the UK; much has changed but there are also many lessons learnt. Business has reacted at pace and scale, and some previously unthinkable things have been achieved; if we continue to listen, learn and adapt we can both soften some of the hardest impacts – and carry forward new thinking into the future.

注意S
女性如何受到COVID-19锁定的影响？

妇女是：

• more likely to be picking up extra childcare duties: women did two thirds additional childcare duties.
  Spent more time on unpaid work than men during lockdown¹
• 比男性更有可能被迫休假,在their own request, because of individual employer’s choices, or as a result of the industries most affected by lockdown²
• facing increased unemployment compared to men during 2020. A trend replicated across Europe and North America^3.
• 在国内虐待中经历急剧上升
• 减少他们对预防性保健措施的使用癌症扫描^4.
• experiencing a sharp rise in anxiety and mental health issues^5.
  
  

注意参考文献

¹ONS Government锁定锁定：冠状病毒和对工作生活平衡的影响
²妇女的预算小组（WBG）HMRC数据引发对“性别休假差距”的担忧
^3.Institute for Fiscal Studies (IFS)母亲和父亲在锁定下平衡工作和家庭？
^4.卫生保健成本研究所
^5.Kings College LondonCovid-19为什么最多影响女性的心理健康和福祉？

参考文献

^一世ONS GovernmentCorovnavirus Deaths-更新
^一世一世ONS Government锁定锁定：冠状病毒和对工作生活平衡的影响
^{一世一世一世}这BBC女性更有可能面对国内虐待
IIII工作场所洞察力。Covid-19 crisis has created unique challenges for working single parents
v EHRC.Equality and Human Rights Commission Research report 47 The impacts of the current recession