- While it may seem obvious to determine the percentage of men and women in a company, it is also essential to consider the positions held by each individual. If a company has perfect numerical parity, but its executive committee is entirely composed of men, it cannot claim to be a parity company. To go further, we can also consider the distribution of employees by team and age. Statistics on turnover are also helpful because they can show whether there is greater dissatisfaction among women.
- The index Egapro is an excellent KPI. This index, which ranges from 0 to 100, is based on measures ranging from equal pay for men and women to the promotion of talent and a flexible framework for parenthood.
- When recruiting, it is advisable to measure the imbalances in the pool of incoming applications. The right mix of employees depends on these numbers. Once the less popular positions with female candidates have been identified, one solution is to target recruiters to contact women proactively. Another solution is to develop partnerships with schools and organizations that promote the placement of women in positions that require it.
- Measuring the commitment and well-being of female employees is important because it reflects the concrete results of the measures applied. This can be done by asking women if they feel good about the policies in place or if their work-life balance is satisfactory. Managers can also assess their ability to create an inclusive work environment through questions on well-being at work.
Data is essential to understanding whether you are following the right path in implementing your parity policy. Considering these best practices will allow you to correct the situation quickly and obtain results faster. You can find our complete study here if you want to know more!
