Inequalities in the workplace

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What's stopping us?
There are many reasons why these inequalities still exist:

Many women are interested in socially relevant work, preferring a job that involves teamwork and offers security. We think that a career in science or engineering can't give us any of that. Many see science as dull and boring; engineering as dirty and greasy.

For some women, the obstacles arise even before we get a job. Long hours, aggression and competitiveness are dominant factors in many workplaces. We may be seen as too gentle and too popular to succeed. The macho culture of many organisations takes little account of women's needs and what we have to offer.

Some of us are more concerned about teamwork and communication than about salaries and status. In today's tough environment, those who don't push tend to get overlooked. Rewards and recognition go to the more ruthless of either sex.

Because we're more likely than men to take career breaks, we may move up the career ladder more slowly and earn less as a result. Just being off the scene for the statutory maternity leave can prove a stumbling block, and we may even drop off the ladder altogether.

Although many more of us are returning to work after childbirth, women are still mainly responsible for looking after children or arranging childcare. What's more, we spend far more time than men on household chores. Not surprisingly, more women than men work part-time, and this pattern is not valued as highly as full-time work.

Despite the government's efforts to encourage a better work-life balance, the long-hours culture persists in many working environments. In many places you have to be seen to be there, and no one wants to be the only person to leave on time. We are seen as being unprofessional when we ask for more flexible hours.

How do we overcome the barriers?
The good news is that changes in our economy mean a movement away from the old attitudes and cultures. The most conspicuous advance of women at work has been in personnel, finance, business services and the public sector. Is it that these rapidly changing, customer-focused organisations are more willing to abandon the old working practices that have prevented us from realising our full potential?

But we don't have to wait for organisations to change. We can do much to improve our own chances of gaining the rewards and recognition we deserve. One way is to target the companies we would like to work for more carefully. Many companies will pay lip-service to equal opportunities, but we need to know precisely what organisations are actually doing to attract, retain and promote talented women. Aurora offers a free service that enables women to research and compare organisations and identify the jobs that offer most in terms of culture and rewards. Glenda Stone, CEO of Aurora, says, 'Our service allows women to record their own experiences and to help each other find the right companies to work for.'

With the help of this kind of service and better networking, we can look forward to the day when companies with antiquated cultures that exclude women will simply become places where no one will want to work. The rise of women does not involve the fall of men. Today everyone is seeking better opportunities: fairer workplaces, greater rewards and recognition, increased challenges and a more balanced lifestyle.

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