In this article we explore the debate surrounding the gender imbalance in the workplace. Are gender quotas the answer?

When it comes to hot topics you would have thought that gender in the workplace would have cooled down by now. Yet gender issues are as urgent as ever and this time gender quotes are stoking the flames.

Put it down to Norway and Chile’s efforts to redress their own gender imbalance. In Norway, case legislation threatens to close businesses if they don’t ensure that 40% of boardroom posts are filled by women. Meanwhile, in Chile President-elect Michaelle Bachelet recently revealed a cabinet of equal numbers of men and women, part of her promise to create an equal opportunity government.

Forcing the Issue

But would forcing businesses to improve the rates of women entering the boardroom, at least without having to make tea or take minutes, help correct the gender imbalance? One thing is certain and it is that the glass ceiling is bad for business too.

Traditionally men have run businesses and they tend to employ people who are like them. While they need the best person for the job, the best person is not always the one who replicates the last CEO. This is why certain countries have set gender quotas. Waiting for a culture of men-only boardrooms to change could be a slow process. The basic rule is that positive discrimination is prohibited whilst positive action is allowed. Except in some circumstances, you cannot recruit for a particular job on the basis of sex. You cannot reject those applications that are from men. Each applicant has to be seen on his or her own merits.

Culture

Quotas don’t change culture. We saw this when companies in the USA tried affirmative action. It got women into business but those businesses were not ready to handle diversity. It was also reported that women suffered self doubt as a result. They believed that they succeeded because they were women, not because they were talented. If you don’t meet quotas what happens? And what if the quotas are not realistic? In areas like engineering there is a smaller pool of female talent so how can it meet the quotas that have been set?

Andrew McNeils is European Commercial Director of recruitment provider Hudson. He believes that creating an effective working environment cannot be achieved by gender quotas. “The business world is a meritocracy and no one wants to think that they didn’t get a promotion that they didn’t deserve. But is the duty of management to encourage all people to believe that they can succeed. It is not about quotas at all.” That’s why McNeilis believes that this is a business issue. For him, a sincere commitment to change should come from the top. “Each organization needs a moment of truth,” he says. “Ask yourself how much of the workforce and management is female. It is your duty to access the best talent for shareholders and customers.”

A Diverse Workforce

It is widely acknowledged that a diverse workforce is better if you want your business to be efficient. Research has also demonstrated that many women start their own businesses to give themselves the opportunities that their employers do not. But some still believe that it isn’t possible to find women who possess the same talent as men and that it is impossible to reconcile the two.

Everyone has the right to full social, economic and cultural equality. This encompasses the equality of all people on this island irrespective of gender, race, ethnicity, national origin, age, marital or family status, sexual orientation, disability, socio-economic status, or political or religious affiliations.

Inequalities in society are not inherent, but are caused by inequalities of power. It takes political vision and will to change these things, but it can be done.

Possible mechanisms for advancing gender equality include:

Women's rights are basic human rights. We cannot have a just and free society without equality for women.

In Ireland, women are still not fully represented in business, national politics or in local government decision-making structures. Men continue to dominate all our cultural, social, economic, legal and political institutions.

As Minister for Health, Bairbre de Brún implemented new, flexible, family-friendly working arrangements, gender-proofed policies and monitored their application. Her Department made nearly €1 million available to women's groups. She prioritised support for marginalised women, supported healthcare training for Traveller women to work within their communities, produced a strategy for carers, and worked in partnership to develop best practice in combating domestic violence.

As Minister for Education, Martin McGuinness appointed the first-ever female Chief Education and Training Inspector. He also issued new guidelines on relationships and sexuality education. The Education Department now has an approved equality scheme and equality branch to implement equality policies within the department and the schools system.

Today there are more women in work outside the home than ever before. However there is still a disproportionate amount of women on the minimum wage and in the part-time and services sector. Women face a higher risk of being in low paid employment than men and 30% of women employees are below the minimum wage in comparison to 18% of men.

The shortage of quality childcare makes it difficult for women to access full-time employment or to remain in the workforce. Women's unpaid caring work remains unrecognised, undervalued and unmeasured with the resulting denial of basic rights such as social insurance and pension credits. Women returning to the workforce face additional problems in accessing training and education because their work in the home is not recognised and therefore they are not on the Live Employment Register.

It is essential to develop structures and work practices to allow the reconciliation and harmonisation of family life and work. Only in this way can we ensure gender equality and equal participation in employment.