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Thought Leadership

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Recognizing Priorities for Each Gender in Your Organization

Many organizations are continuing to make necessary changes to better navigate the ongoing global health crisis, but there are still many areas that should be addressed in order for both employees and businesses to thrive. One such area is addressing and prioritizing the differences between men and women in the workplace. Instituting an individualized management style that accounts for these differences can lead to increased talent retention and can help everyone in your workforce feel more appreciated.

Learning the Differences

Research from Perceptyx showed that men tend to remain at organizations for the company culture, and prefer clear expectations and consistent performance evaluations to feel confident in their work. On the other hand, women oftentimes stay at an organization for empowerment. Women feel most confident when employers trust their ability to balance their own needs and be flexible with responsibilities such as professional obligations and child care.

In addition, the study found that more than one-half of working women with young children carry 75 per cent or more of the responsibility for the children during the workday. This, in comparison to the 4 in 10 men who report the same, indicates that workplaces need to implement individual management styles to ensure all employees feel taken care of and heard. Employers need to stay connected with their employees by focusing on retention and culture initiatives centred around employee input.

Adapting With Your Employees

With more women reporting that they’re in search of new work arrangements that are more flexible or have fewer hours, now is the time to focus on the priorities of each gender in your organization. Work with your employees individually to help them feel fulfilled and heard in their position at your organization.

Rethinking Benefits Amid the Pandemic

Priorities changed for both organizations and employees in 2020. As a result, benefits and total rewards planning should be at the top of every organization’s priority list. As the COVID-19 pandemic continues, employers should take the time to reassess the benefits they offer their employees in 2021. Employers now have the opportunity to build out strategic benefits and total rewards that are adaptive for the workforce of the future.

Adapting to the Times

While salary can feel like the primary work incentive for employees, benefits oftentimes are just as important. As priorities changed, the need for flexible and supportive benefits programs increased. Incorporating the following benefits into your organization’s current offerings shows appreciation for employees and acknowledges the value they contribute to your organization:

  • Reduced insurance costs by generating health and group savings plans
  • Insurance coverage that better protects employees
  • A digital wellness strategy


Creating Equitable and Inclusive Benefits

In addition to being flexible, total rewards offerings should be both equitable and inclusive. Be sure to work toward addressing the common disparities in health care, financial protections and more. A study conducted by Mercer Canada found that over 83 per cent of companies haven’t taken any steps to identify and address disparities in inclusivity and equitability. Support all employee health by:

  • Leveraging technology to incorporate telemedicine offerings, including access to mental health support
  • Offering on-site daycare, and supporting caregivers of children, elderly and ill family members
  • Creating a flexible spending account so employees can direct wellness funds to areas that are individual priorities

Employee engagement, loyalty and productivity will be dependent on the benefits implemented now and will have lasting effects on the future of your organization.