GenZ is a sensitive and conscious generation that is more focused on equal opportunity.

When interviewers ask questions about topics not directly related to the job because of gender, more than a third of the young people are brave enough to raise concerns, saying that a person should be evaluated on the basis of ability, experience and leadership qualities, not gender.

GENZ CARE MORE ABOUT CORPORATE EQUALITY & DIVERSITY

GenZ is a sensitive and conscious generation that is more focused on equal opportunity.

When interviewers ask questions about topics not directly related to the job because of gender, more than a third of the young people are brave enough to raise concerns, saying that a person should be evaluated on the basis of ability, experience and leadership qualities, not gender.

Efforts that a company makes in terms of equal opportunities will become a consideration for young candidates when they make their choice.

At the same time, the high percentage of female leaders also helps attract new generations to join the company. Young people in the workplace support women to play a more important role in the company, they believe that women have the advantages of innovation, collaboration and communication, not only can bring more revenue to the company, but also can give the team and even individuals a better working atmosphere.

HOW TO REFLECT THE CULTURE OF EQUAL OPPORTUNITY IN RECRUITMENT

1. Using Inclusive Language

The language companies use in hiring may attract certain types of candidates and exclude others. Data suggests that the mere use of the word “competitive” is more likely to deter women from applying for a job, and gender-biased hiring language may also lead to a reduction in women’s voice in STEM fields.

2. Standardising The Interview Process

Different interviewers, with different personal preferences and concerns, can lead to different criteria for hiring candidates. Using the same professional yardstick to measure candidates allows interviewers and HR to screen candidates on a consistent basis, guided by competency rather than personal preference. Ensure that each candidate has an equal opportunity to demonstrate their skills and experience during the hiring process. Finally, it is also possible to understand candidates’ feelings and feedback on the hiring process by conducting regular return surveys on the process and improving the process based on the feedback.

3. Integrating Equal Opportunity into the Company’s Growth Strategy and Talent Planning

In research related to the Top 10 Most Female-Focused Employers of the Year 2021 in China, the percentage of female employees in a company is an important indicator of gender equality. Among the top 10 companies on the list, the average percentage of female employees is 55.4%, and the percentage of mid-level women and the percentage of promoted women are slightly ahead of companies not on the list.

In addition to earning a higher GEI index score for the company, a high proportion of female employees, a more balanced gender ratio at the top, and more equal promotion paths will greatly promote the formation of a fair workplace environment and lay the foundation for the long-term development of the company.

Excellent Corporate Practice

L’Oréal Group is always striving to tap into the power of women and empower them. According to internal data, the percentage of women in L’Oréal’s management has exceeded 50%. Externally, L’Oréal China has been supporting the first “She Forum”, the world’s leading forum for scientists, and has been promoting a better development environment for female scientists. L’Oréal China also created the “Beauty Business, Better Life” program to focus on disadvantaged women and support them to achieve a better life through public service training.

Equal Opportunities In Recruitment

GENDER DISCRIMINATION PHENOMENON

Lack of transparency in promotion mechanisms is considered the most common act of gender discrimination in the workplace, closely followed by unfair layoffs in the process of organizational optimization of the company. Sexual harassment was chosen by 477 respondents as the number one most unacceptable gender discrimination behavior in the workplace, and at the same time, sexual harassment is also a common gender discrimination phenomenon in the workplace. The harm of sexual harassment in the workplace to the organisation and individuals should not be underestimated, as not only does it greatly endanger the harmony within the organisation, but it also has a huge negative impact on the physical and mental health development of individual employees. Different standards for men and women in the workplace are ranked as one of the most unacceptable gender discrimination behaviors for corporate employees, and this is something that also needs to be brought to the attention of companies.

Newcomers in the workplace don’t know how to protect themselves in the face of gender bias.

Of the 520 newcomers with less than five years of work experience, 286 newcomers with less than five years of experience in the workplace do not know how to deal with gender bias in the workplace.

HOW TO HELP EMPLOYEES COPE WITH GENDER INEQUALITY IN THE WORKPLACE

Establish Clear And Transparent Promotion Criteria

Provide regular performance feedback to employees to promote and ensure that all qualified candidates have the potential to be promoted. Use objective, KPI-based criteria to determine which employees are selected for layoff, rather than relying on subjective judgment or personal bias.

Develop And Implement Policies That Address Sexist Behavior

Prohibit sexual harassment and clearly outline the consequences of engaging in such behavior. Conduct relevant training to help employees recognize and respond to harassment and create a culture that encourages whistleblowing and takes all complaints seriously.

Provide A Convenient Work Environment For Female Employees

Installing women-friendly facilities in the workplace and implementing telecommuting or hybrid office models can help women gain new economic opportunities and a greater sense of well-being in their work lives, and can increase employee motivation, belonging and loyalty.

Excellent Corporate Practice

YumChina, the largest restaurant company in China, has been listed in the GEI Bloomberg Gender Equality Index for five consecutive years, the most frequently listed company in mainland China. KFC, a well-known fast food chain under Yum Group, has launched the “Little Migratory Bird Moms Restaurant” public welfare model, which provides employment opportunities for parents who are willing to return to their children after working outside for a long period of time, with comprehensive welfare protection and flexible scheduling, allowing parents to keep company and work at the same time. The company has opened more than 760 restaurants in Hubei, Henan, Chongqing, Hunan, Anhui and other provinces.

PayPal China has been certified as the best workplace for women in Greater China in 2021 and 2022, and has created a convenient work environment for female employees, such as a mother and baby room, feminine products, and pregnancy workshops. In addition, they also invited employees from the technology department to conduct programming classes for children to solve the worries of “mom” employees at work.

WELFARE MEASURES

Foreign companies have more awareness and measures to provide benefits to female employees than local companies

Excellent Corporate Practice

Johnson & Johnson is committed to gender equality and has taken a number of steps to improve the status of women in the company. For example, the company has established the Johnson & Johnson Family Care Program, which provides employees with parental leave, family medical leave and flexible work schedules. In addition, the company conducts regular training courses and workshops to help women employees improve their professional skills and leadership.

HOW CAN COMPANIES PROMOTE GENDER EQUALITY

What measures can companies take to create a more gender-equal work environment:

1. Identify outstanding female leaders, promote gender equality in management, and focus on the percentage of female executives
2. Provide a mechanism to deal with discrimination, handle complaints promptly, and punish discrimination and bias
3. Improve the system related to recruitment, promotion, job treatment, etc.
4. Provide benefits for female workers, such as flexible working hours and workplaces for pregnant and breastfeeding women

GENDER EQUALITY AWARENESS

Gender bias exists differently in different scenarios

The majority of respondents believe that the phenomenon of gender bias is felt more in the workplace than in their daily lives.

CREATING A GENDER-EQUAL CORPORATE CULTURE

Gender bias in the workplace from different perspectives

Adopting a gender perspective, we find that men recognise gender equity in the workplace more, with about 51% of men believing that gender bias is not evident in the workplace. About 10% of men think there is overprotection for women in the workplace.

Excellent Corporate Practice

As a leading French luxury brand, Chanel has been committed to breaking down gender barriers in the industry. The company has a number of women executives in management and has established several programs to support women’s career development and advancement in the company. For example, Chanel’s “Women’s Innovation Fund” aims to support entrepreneurial women and improve the status of women in the business world.

P&G is proactive in creating an inclusive, gender-equal environment within the company and believes that equality in family functions will help promote equality in the workplace. Through the introduction of a global parental leave policy, all parents are eligible for at least eight weeks of paid leave, and mothers who give birth receive an additional six weeks of postpartum recovery leave. While promoting gender and intersectional equality in workplaces around the world so that everyone can reach their full potential.

Respondents involved in corporate interview decisions indicated that there were significant differences between men’s and women’s perspectives on the question of whether a candidate’s gender influenced the interview decision.

Foreign companies may place more emphasis on the gender of candidates compared to local companies.

GenZ is a sensitive and conscious generation that is more focused on equal opportunity.

When interviewers ask questions about topics not directly related to the job because of gender, more than a third of the young people are brave enough to raise concerns, saying that a person should be evaluated on the basis of ability, experience and leadership qualities, not gender.

GENZ CARE MORE ABOUT CORPORATE EQUALITY & DIVERSITY

GenZ is a sensitive and conscious generation that is more focused on equal opportunity.

When interviewers ask questions about topics not directly related to the job because of gender, more than a third of the young people are brave enough to raise concerns, saying that a person should be evaluated on the basis of ability, experience and leadership qualities, not gender.

Efforts that a company makes in terms of equal opportunities will become a consideration for young candidates when they make their choice.

At the same time, the high percentage of female leaders also helps attract new generations to join the company. Young people in the workplace support women to play a more important role in the company, they believe that women have the advantages of innovation, collaboration and communication, not only can bring more revenue to the company, but also can give the team and even individuals a better working atmosphere.

HOW TO REFLECT THE CULTURE OF EQUAL OPPORTUNITY IN RECRUITMENT

1. Using Inclusive Language

The language companies use in hiring may attract certain types of candidates and exclude others. Data suggests that the mere use of the word “competitive” is more likely to deter women from applying for a job, and gender-biased hiring language may also lead to a reduction in women’s voice in STEM fields.

2. Standardising The Interview Process

Different interviewers, with different personal preferences and concerns, can lead to different criteria for hiring candidates. Using the same professional yardstick to measure candidates allows interviewers and HR to screen candidates on a consistent basis, guided by competency rather than personal preference. Ensure that each candidate has an equal opportunity to demonstrate their skills and experience during the hiring process. Finally, it is also possible to understand candidates’ feelings and feedback on the hiring process by conducting regular return surveys on the process and improving the process based on the feedback.

3. Integrating Equal Opportunity into the Company’s Growth Strategy and Talent Planning

In research related to the Top 10 Most Female-Focused Employers of the Year 2021 in China, the percentage of female employees in a company is an important indicator of gender equality. Among the top 10 companies on the list, the average percentage of female employees is 55.4%, and the percentage of mid-level women and the percentage of promoted women are slightly ahead of companies not on the list.

In addition to earning a higher GEI index score for the company, a high proportion of female employees, a more balanced gender ratio at the top, and more equal promotion paths will greatly promote the formation of a fair workplace environment and lay the foundation for the long-term development of the company.

Excellent Corporate Practice

L’Oréal Group is always striving to tap into the power of women and empower them. According to internal data, the percentage of women in L’Oréal’s management has exceeded 50%. Externally, L’Oréal China has been supporting the first “She Forum”, the world’s leading forum for scientists, and has been promoting a better development environment for female scientists. L’Oréal China also created the “Beauty Business, Better Life” program to focus on disadvantaged women and support them to achieve a better life through public service training.

Equal Opportunities In Recruitment

GENDER DISCRIMINATION PHENOMENON

Lack of transparency in promotion mechanisms is considered the most common act of gender discrimination in the workplace, closely followed by unfair layoffs in the process of organizational optimization of the company. Sexual harassment was chosen by 477 respondents as the number one most unacceptable gender discrimination behavior in the workplace, and at the same time, sexual harassment is also a common gender discrimination phenomenon in the workplace. The harm of sexual harassment in the workplace to the organisation and individuals should not be underestimated, as not only does it greatly endanger the harmony within the organisation, but it also has a huge negative impact on the physical and mental health development of individual employees. Different standards for men and women in the workplace are ranked as one of the most unacceptable gender discrimination behaviors for corporate employees, and this is something that also needs to be brought to the attention of companies.

Newcomers in the workplace don’t know how to protect themselves in the face of gender bias.

Of the 520 newcomers with less than five years of work experience, 286 newcomers with less than five years of experience in the workplace do not know how to deal with gender bias in the workplace.

HOW TO HELP EMPLOYEES COPE WITH GENDER INEQUALITY IN THE WORKPLACE

Establish Clear And Transparent Promotion Criteria

Provide regular performance feedback to employees to promote and ensure that all qualified candidates have the potential to be promoted. Use objective, KPI-based criteria to determine which employees are selected for layoff, rather than relying on subjective judgment or personal bias.

Develop And Implement Policies That Address Sexist Behavior

Prohibit sexual harassment and clearly outline the consequences of engaging in such behavior. Conduct relevant training to help employees recognize and respond to harassment and create a culture that encourages whistleblowing and takes all complaints seriously.

Provide A Convenient Work Environment For Female Employees

Installing women-friendly facilities in the workplace and implementing telecommuting or hybrid office models can help women gain new economic opportunities and a greater sense of well-being in their work lives, and can increase employee motivation, belonging and loyalty.

Excellent Corporate Practice

YumChina, the largest restaurant company in China, has been listed in the GEI Bloomberg Gender Equality Index for five consecutive years, the most frequently listed company in mainland China. KFC, a well-known fast food chain under Yum Group, has launched the “Little Migratory Bird Moms Restaurant” public welfare model, which provides employment opportunities for parents who are willing to return to their children after working outside for a long period of time, with comprehensive welfare protection and flexible scheduling, allowing parents to keep company and work at the same time. The company has opened more than 760 restaurants in Hubei, Henan, Chongqing, Hunan, Anhui and other provinces.

PayPal China has been certified as the best workplace for women in Greater China in 2021 and 2022, and has created a convenient work environment for female employees, such as a mother and baby room, feminine products, and pregnancy workshops. In addition, they also invited employees from the technology department to conduct programming classes for children to solve the worries of “mom” employees at work.

WELFARE MEASURES

Foreign companies have more awareness and measures to provide benefits to female employees than local companies

Excellent Corporate Practice

Johnson & Johnson is committed to gender equality and has taken a number of steps to improve the status of women in the company. For example, the company has established the Johnson & Johnson Family Care Program, which provides employees with parental leave, family medical leave and flexible work schedules. In addition, the company conducts regular training courses and workshops to help women employees improve their professional skills and leadership.

HOW CAN COMPANIES PROMOTE GENDER EQUALITY

What measures can companies take to create a more gender-equal work environment:

1. Identify outstanding female leaders, promote gender equality in management, and focus on the percentage of female executives
2. Provide a mechanism to deal with discrimination, handle complaints promptly, and punish discrimination and bias
3. Improve the system related to recruitment, promotion, job treatment, etc.
4. Provide benefits for female workers, such as flexible working hours and workplaces for pregnant and breastfeeding women

GENDER EQUALITY AWARENESS

Gender bias exists differently in different scenarios

The majority of respondents believe that the phenomenon of gender bias is felt more in the workplace than in their daily lives.

CREATING A GENDER-EQUAL CORPORATE CULTURE

Gender bias in the workplace from different perspectives

Adopting a gender perspective, we find that men recognise gender equity in the workplace more, with about 51% of men believing that gender bias is not evident in the workplace. About 10% of men think there is overprotection for women in the workplace.

Excellent Corporate Practice

As a leading French luxury brand, Chanel has been committed to breaking down gender barriers in the industry. The company has a number of women executives in management and has established several programs to support women’s career development and advancement in the company. For example, Chanel’s “Women’s Innovation Fund” aims to support entrepreneurial women and improve the status of women in the business world.

P&G is proactive in creating an inclusive, gender-equal environment within the company and believes that equality in family functions will help promote equality in the workplace. Through the introduction of a global parental leave policy, all parents are eligible for at least eight weeks of paid leave, and mothers who give birth receive an additional six weeks of postpartum recovery leave. While promoting gender and intersectional equality in workplaces around the world so that everyone can reach their full potential.

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