How are companies engaging women employees

Today, more than ever, HR leaders are striving to foster gender equality and diversity within the workforce.

Employees who feel included are 13x more likely to find work inspiring. – BI WORLDWIDE.

At BI WORLDWIDE, we believe organisations need to focus on building an empowering and supportive ecosystem, based on recognition, equity, and inclusion, for women at work.

Flex workplace processes: Women have greater commitments and responsibilities, outside of work. Flex work hours, paternity leave, childcare policies, maternity-friendly programs and more can give them the flexibility to tide over different life stages.

Safety and wellness: The starting point to ensure women’s safety at workplace is by creating awareness. Sexual harassment policies and building an open culture that encourages women to speak up will go a long way to enhance safety for women. Women also face different healthcare-related challenges at different stages in life. Menstrual wellbeing policies, health and wellness programs, experts for consultation and more can empower women to perform their best, every day.

Inclusive innovation and learning: Giving women opportunities to innovate and be drivers of change can help them realise their true potential. Continuous learning and development opportunities and more women in leadership roles are strategic steps in this direction.

What kind of rewards and recognition motivate women employees?

Recognition for women should be aligned to progressive values of an organisation. 80% of employees who were recognised felt belonged vs. just 58% of those who were not given any praise. – BI WORLDWIDE

Recognition for women employees should empower them to lead, innovate, and outperform. At BI WORLDWIDE, we have designed a unique recognition framework that can help inspire and motivate women employees to give their best.

Recognition for accomplishments: Recognising women employees for key professional milestones and project achievements can show that their contributions matter.

Recognition for competencies: Women employees should be recognised for the new skill sets they acquire and the innovations and ideations they bring in, that add value to the business.

Recognition for performance: Going above and beyond the call of duty to deliver exceptional results should be recognised to encourage women’s professional development.

Recognition for results: Appreciating outperformance and achievement of business KPIs will help acknowledge and bring credit to the efforts of women employees.

Recognition for behaviours: Women employees exhibiting behaviours, aligned to organisational values and those that break biases should be recognised to nurture a positive work culture.

At BI WORLDWIDE, we believe recognition is all about driving belongingness, inclusion, and breaking stereotypes at workplace. We design recognition solution frameworks for leaders and managers, inspired by behavioural science and intuitive technology to guide them on ways to provide more impactful recognition, from start day and beyond. Our key frameworks, based on research and science, include Onboarding Advisor, Recognition Advisor and Equity & Inclusion Advisor.