Breaking the Gender Bias: Creating a Workplace That Works for Everyone

Let’s be honest—no one is surprised that gender bias is still alive and well in most workplaces. In fact, research shows that one in three (33%) HR decision-makers admit that sexist behavior still exists in their organizations. And let’s not forget that 23% of young women have reported being paid less than their male colleagues for the same work.

But here’s the thing—gender bias doesn’t just start in the workplace. It’s something we absorb from the world around us from a young age. Studies have shown that by age two, children begin forming gender stereotypes, and by age seven, these beliefs are fully ingrained. By this point, many children already associate ‘intelligence’ with men and ‘niceness’ with women. So, by the time they enter the workforce, these biases are deeply rooted.

The workplace is one of the most influential spaces in shaping societal norms—right up there with home and school. That’s why business leaders and employers have a crucial role in not just challenging gender bias but actively working to eliminate it. Because creating a workplace where everyone is supported and valued based on their actual skills—not their gender—shouldn’t be a radical concept.

So, how do we do this? Here are some practical, real-world strategies to help employers make lasting change:

1. Rethink Family-Friendly Policies

Too often, workplace policies reinforce outdated gender roles. Take parental leave, for example. When companies offer extended maternity leave but minimal (or no) paternity leave, it sends a clear message: childcare is a woman’s responsibility. This not only limits opportunities for women but also discourages men from taking an active caregiving role.

A better approach? Offer equal parental leave to both men and women. When fathers are encouraged to take time off for childcare, it normalizes shared responsibilities and removes the stigma that only women should adjust their careers for family life.

2. Flexibility Should Benefit Everyone

If the pandemic taught us anything, it’s that flexibility is not a ‘perk’—it’s a necessity. But for flexibility to truly level the playing field, it has to be available to everyone, not just working mothers.

Employers should offer:
– Remote work options – where feasible, allow employees to work from home to balance personal and professional responsibilities.
– Adjustable hours – giving employees control over their schedules prevents burnout and makes workplaces more inclusive.
– Clear job descriptions – roles requiring travel should specify how the company can accommodate parental responsibilities (e.g., financial support for childcare during work trips).

Making flexibility a standard policy rather than a special accommodation means women won’t have to ‘justify’ their need for balance—because it’s expected for everyone.

3. Stop the ‘Leaky Pipeline’ of Female Talent

Women enter the workforce with just as much ambition and talent as their male peers. But as they approach the stage of life where they may start a family, many start questioning whether their career is sustainable in the long run. This is why so many women drop out of leadership pipelines before they reach the top.

How do we fix this? Invest in women early.
– Offer mentorship & sponsorship programs – connect high-potential women with mentors who can advocate for their career growth.
– Provide clear career pathways – let women know from the start how they can progress in the company, even if they take a break for maternity leave.
– Reintegration programs – support returning mothers by offering phased return-to-work plans, ensuring they don’t feel penalized for taking leave.

Retention isn’t about convincing women to stay—it’s about making sure they don’t feel forced to leave in the first place.

4. Get More Women Into Leadership (and Make It Mean Something)

We’ve all seen it before—a company proudly announces its one female board member and calls it “progress.” But here’s the reality: if there’s only one, she’s a token.

Companies need to move beyond symbolic representation and aim for real inclusion:
– Set measurable diversity goals – aim for multiple women in leadership roles, not just one or two.
– Focus on merit-based advancement – ensure leadership pipelines aren’t biased towards men in informal networking and promotion processes.
– Create an inclusive culture – leadership isn’t just about who gets the title—it’s about who actually has a voice in decision-making.

Tokenism does nothing for gender equality. Real change happens when diverse leadership is the norm, not the exception.

5. Practical Workplace Fixes That Actually Matter

Beyond policies, small changes in workplace culture can make a big impact on inclusivity.

Here are some quick wins:
– Rethink meeting schedules – Avoid early morning or late evening meetings that clash with childcare responsibilities.
– Diversify hiring pools – Ensure at least one-third of resumes reviewed come from diverse candidates.
– Be transparent about diversity metrics – Companies that publicly share their gender representation hold themselves accountable.
– Offer on-site or subsidized childcare – A game-changer for working parents.

Gender Equity: The Right Thing & The Smart Thing

Let’s be real—creating a workplace free of gender bias isn’t easy. It means rewiring decades of ingrained behaviors and assumptions. But here’s the truth: a workplace that prioritizes inclusivity isn’t just the right thing to do—it’s the smart thing to do.

Inclusive workplaces = higher engagement, better innovation, and stronger performance.

Companies that prioritize gender equity see higher retention rates, a more diverse talent pipeline, and ultimately, a competitive advantage.

So, what’s the takeaway? Gender equity doesn’t just happen—it’s built, intentionally. Employers must take deliberate action to remove barriers, challenge biases, and create cultures where talent thrives, regardless of gender or any other characteristic.

If you’re ready to take the next step in making your workplace truly equitable, I’d love to discuss how we can help. Let’s connect: anju.jain@orgshakers.com

And in the meantime, if you want to learn more about the paradigm of discrimination that women face and how to combat this, feel free to grab a copy of my book, Step Up: How Women Can Perform Better for Success.

Together, let’s break the bias—and build workplaces where everyone can succeed.