{"id":97469,"date":"2023-03-30T11:43:44","date_gmt":"2023-03-30T09:43:44","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=97469"},"modified":"2026-03-30T11:05:40","modified_gmt":"2026-03-30T09:05:40","slug":"gender-equality-in-workplace","status":"publish","type":"post","link":"https:\/\/factorialhr.co.uk\/blog\/gender-equality-in-workplace\/","title":{"rendered":"Key Takeaways from our Fireside Chat: Embracing Gender Equality in the Workplace"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">In our latest Fireside Chat, Kate Usher, a Menopause Coach and Gender Equity Consultant, and Daniele Fiandaca, Founder of Token Man Consulting, shared their inside knowledge on how to embrace gender equality in the workplace. But most importantly they discussed gender equity vs gender equality among coworkers. Here you can read a short summary of the main concepts and questions they discussed.<\/span><\/p>\n<p><a href=\"https:\/\/factorialhr.co.uk\/templates\/download-hiring-process-checklist\"><img decoding=\"async\" class=\"aligncenter wp-image-93594 size-full\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/20103957\/Group-34214931-1_11zon.jpg\" alt=\"hiring-process-checklist\" width=\"1000\" height=\"343\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/20103957\/Group-34214931-1_11zon.jpg 1000w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/20103957\/Group-34214931-1_11zon-300x103.jpg 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/02\/20103957\/Group-34214931-1_11zon-768x263.jpg 768w\" sizes=\"(max-width: 1000px) 100vw, 1000px\" \/><\/a><\/p>\n<div class=\"js-toc toc\">\n<p class=\"js-toc-title toc__title\">Table of Contents<\/p>\n<nav id=\"fac_toc_nav\" class=\"js-toc-nav toc__nav\" aria-label=\"Table of Contents\"><ol class=\"toc__list toc__list--level-1\"><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-1\" href=\"https:\/\/factorialhr.co.uk\/blog\/gender-equality-in-workplace\/#what-does-gender-equity-mean-and-how-is-it-different-to-gender-equality\" title=\"What does gender equity mean? And how is it different to gender equality?\" data-target-id=\"what-does-gender-equity-mean-and-how-is-it-different-to-gender-equality\">What does gender equity mean? And how is it different to gender equality?<\/a><\/li><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-2\" href=\"https:\/\/factorialhr.co.uk\/blog\/gender-equality-in-workplace\/#what-are-the-biggest-barriers-to-gender-equity-in-the-workplace-right-now\" title=\"What are the biggest barriers to gender equity in the workplace right now?\" data-target-id=\"what-are-the-biggest-barriers-to-gender-equity-in-the-workplace-right-now\">What are the biggest barriers to gender equity in the workplace right now?<\/a><\/li><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-3\" href=\"https:\/\/factorialhr.co.uk\/blog\/gender-equality-in-workplace\/#why-is-gender-equality-important-and-why-do-we-need-to-engage-men-with-gender-equity\" title=\"Why is gender equality important and why do we need to engage men with gender equity?\" data-target-id=\"why-is-gender-equality-important-and-why-do-we-need-to-engage-men-with-gender-equity\">Why is gender equality important and why do we need to engage men with gender equity?<\/a><\/li><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-4\" href=\"https:\/\/factorialhr.co.uk\/blog\/gender-equality-in-workplace\/#watch-the-live-fireside-chat-with-kate-and-daniele\" title=\"Watch the Live Fireside Chat with Kate and Daniele\" data-target-id=\"watch-the-live-fireside-chat-with-kate-and-daniele\">Watch the Live Fireside Chat with Kate and Daniele<\/a><\/li><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-5\" href=\"https:\/\/factorialhr.co.uk\/blog\/gender-equality-in-workplace\/#hr-software-for-managing-employee-engagement-and-inclusion\" title=\"HR Software for Managing Employee Engagement and Inclusion\" data-target-id=\"hr-software-for-managing-employee-engagement-and-inclusion\">HR Software for Managing Employee Engagement and Inclusion<\/a><\/li><\/ol><\/nav><\/div>\n<h2><span style=\"font-weight: 400;\">What does gender equity mean? And how is it different to gender equality?<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Let&#8217;s begin with defining both gender equity and gender equality. The <\/span><a href=\"https:\/\/www.internationalwomensday.com\/Missions\/18707\/Equality-versus-Equity-What-s-the-difference-as-we-EmbraceEquity-for-IWD-2023-and-beyond\"><span style=\"font-weight: 400;\">International Women\u2019s Day<\/span><\/a><span style=\"font-weight: 400;\"> website has defined them perfectly:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">Equality<\/span><\/i><span style=\"font-weight: 400;\"> means each individual or group of people is given the same resources or opportunities.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">Equity<\/span><\/i><span style=\"font-weight: 400;\"> recognises that each person has different circumstances, and allocates the exact resources and opportunities needed to reach an equal outcome.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">According to our speakers and consultants, equality is getting the same opportunities and chances for everyone, regardless of the starting point of their lives. Some of us have greater opportunities, while some of us come from a place where we have no opportunities whatsoever and we\u2019ve had to work extremely hard just to get to that starting point.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Equity, on the other hand, is all about creating a situation where you draw up those people who don\u2019t have that privilege or opportunity to get to the starting point. You draw them up so that they are on an equal playing field, to begin with, and then you<\/span><span style=\"font-weight: 400;\"> can talk about equal opportunities. And it works regardless of whether you\u2019re talking about gender, ethnicity, ableism, or <a href=\"https:\/\/factorialhr.co.uk\/blog\/diversity-and-equity\/\">diversity equity and inclusion initiatives<\/a>.<\/span><\/p>\n<blockquote><p><span style=\"font-weight: 400;\">For me, gender equity is about recognising and ensuring that women are treated with a level of equity that enables them to continue with their careers throughout this process. And we need to incorporate things like not just where we come from and how we start, but also the fact that our careers quite frequently don\u2019t progress at the same rate as our male counterparts. And equally, being away and having children can impact our ability to move forward in our career as well and we have other life events such as menopause that impact that too. So, for me, that\u2019s what gender equity is. &#8211; Kate Usher<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Equality is equal opportunity. Clearly, there are barriers to those opportunities within the workplace. So for me, equity is really equal outcomes: giving people the ability to have equal outcomes. &#8211; Daniele Fiandaca<\/span><\/p><\/blockquote>\n<h2><img decoding=\"async\" class=\"size-full wp-image-97585 aligncenter\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/03\/30011518\/amy-elting-_9ETHblkvXQ-unsplash_11zon-scaled.jpg\" alt=\"\" width=\"2560\" height=\"1707\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/03\/30011518\/amy-elting-_9ETHblkvXQ-unsplash_11zon-scaled.jpg 2560w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/03\/30011518\/amy-elting-_9ETHblkvXQ-unsplash_11zon-300x200.jpg 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/03\/30011518\/amy-elting-_9ETHblkvXQ-unsplash_11zon-1024x683.jpg 1024w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/03\/30011518\/amy-elting-_9ETHblkvXQ-unsplash_11zon-768x512.jpg 768w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/03\/30011518\/amy-elting-_9ETHblkvXQ-unsplash_11zon-1536x1024.jpg 1536w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2023\/03\/30011518\/amy-elting-_9ETHblkvXQ-unsplash_11zon-2048x1365.jpg 2048w\" sizes=\"(max-width: 2560px) 100vw, 2560px\" \/><\/h2>\n<h2><span style=\"font-weight: 400;\">What are the biggest barriers to gender equity in the workplace right now?<\/span><\/h2>\n<p>There are a lot of barriers when it comes to gender equity in the workplace. But the biggest barrier of them all is ignorance.<\/p>\n<p>It&#8217;s a fact that too many people are just unable to perceive other people&#8217;s experiences. Here, a great role plays the lack of good education, as well as the lack of unconscious bias training.<\/p>\n<p>However, what makes people understand and embrace gender equity is the right type of training.<\/p>\n<h3><span style=\"font-weight: 400;\">How men are feeling<\/span><\/h3>\n<blockquote><p><span style=\"font-weight: 400;\">53% of men in the UK think we have gone too far with gender equality and they are now being discriminating. And if you think that the new generation will fix this, that figure was 52% for all Millennials and all Gen Z. So what we\u2019re seeing is a huge misunderstanding and a huge issue with connecting with the right audiences. I started to command 10 years ago because no one was talking to men about gender equity. And it has changed but it hasn\u2019t changed the level. Unfortunately, they are still the majority in many senior leadership teams and positions of power. &#8211; Daniele Fiandaca<\/span><\/p>\n<p><span style=\"font-weight: 400;\">No minority has created change without the support of the majority. I think that that is the critical point here. If we are constantly looking to women to change things (change themselves, change the environment they\u2019re working in, change men, change everything), it\u2019s not going to happen. The figures are just devastating that over 50% of men in Gen Z and Millennials are thinking that way. Women need men on their side to ensure that we actually change. If we look at the FTSE Women\u2019s Report, there are still too many organisations that simply don\u2019t have 30% of women on their boards. And there are organisations that still don\u2019t have any women at all on their board. And that is shockingly bad. So, we need to change the environment we\u2019re in and we need to change the conversation. We also need to start looking at what is driving that perception as to why men are thinking that way. What is it that\u2019s making them feel vulnerable in the way that they feel that it has gone too far? &#8211; Kate Usher<\/span><\/p><\/blockquote>\n<h3><span style=\"font-weight: 400;\">Gender-equal and gender-inclusive environments<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Setting our cultures out as gender-equal and gender-inclusive environments it\u2019s really important. And equally, ensuring that our places of work are designed to be inclusive so that they include the needs of all genders and all abilities to ensure that it\u2019s a place which draws people in. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Many organisations today are looking at that and they are looking at ways to draw people back to the office, especially working mothers, and most definitely that needs to be taken into consideration when we are thinking about the physicality of our working environment.<\/span><\/p>\n<blockquote><p><span style=\"font-weight: 400;\">When my husband and I had our own kids, he would have loved to have been more involved in the process of raising them. So why aren\u2019t we encouraging that? I saw a survey that said that 30% of Gen Z and Millennials are saying that it wouldn\u2019t be a masculine thing to be a stay-at-home dad. For baby boomers, it was 14%. We are seeing a sweep in the other direction that is extremely worrying and I think we need to instead of just focusing on women, we have to focus on men and understand what\u2019s driving this. &#8211; Kate Usher<\/span><\/p><\/blockquote>\n<blockquote><p><span style=\"font-weight: 400;\">We also got to start accepting that most workplaces are masculine. We\u2019ve done three different and really interesting pieces of research where we\u2019ve asked the question: \u201cAre your workplaces masculine?\u201d and it\u2019s still only 36%. So then when we ask which leadership traits are most rewarded, seven out of ten are masculine traits. If you actually start to dig underneath, it\u2019s the traditional masculine traits that are still most rewarded. And while the employees understand what should be rewarded to be inclusive (things like vulnerability, empathy, culture, intelligence), what we are seeing is that those treats are not coming up in the top 10. So what we see is that leadership needs to start rewarding those inclusive leadership traits far more. &#8211; Daniele Fiandaca<\/span><\/p><\/blockquote>\n<h3><span style=\"font-weight: 400;\">Impact of menopause<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">People don\u2019t understand why women are leaving, or what is happening and they never recover from that. It doesn\u2019t happen at the end of our career, it happens right in the middle of it, two decades before the end of it. And that\u2019s why this is a gender equity issue.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Menopause will affect every single woman. It has an impact on female life and it will also have an impact on transmen and non-binary people. So, it\u2019s going to occur for most between the ages of 45 and 55, although we see the symptoms very early. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">The issue here is that it happens at the point where people are starting to really push forward with their careers. It\u2019s the power phase when they\u2019ve got back from their kids (if they had any) and they are really starting to push for the C-roles. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">So, for organisations, it is strategic in order to keep women in this phase, so that they can take their seats in that C-role. <\/span><\/p>\n<blockquote><p><span style=\"font-weight: 400;\">The issue here is that as they come into this, these symptoms come along and if we don\u2019t talk about it and if we don\u2019t support women, then 10% of all women leave work completely and a further 10% consider leaving work. And then the 20% of your top talent are thinking that they may leave your organisation at the point when they are most valuable. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">You have invested heavily to this point, you have trained them, they are connected, they have knowledge of how your organisation and your industry work and at that very moment they can step away either out of the organisation completely or away from their potential. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">And that\u2019s when this starts to get a really serious issue. Because, once out, women find it very difficult to come back. But economically in our hybrid world where now (obtaining that level of connectivity that most of us established in an office-based or working-place environment), so we made our bonds, relationships and interconnections within an organisation and globally just naturally via serendipities. In this world, that serendipity doesn\u2019t occur anymore (it\u2019s engineered) is even more impactful. We are losing really important talented people from the workplace. So, it becomes an issue that every organisation has to consider in order to keep that talent in place. &#8211; Kate Usher<\/span><\/p><\/blockquote>\n<h2><span style=\"font-weight: 400;\">Why is gender equality important and why do we need to engage men with gender equity?<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Women aren\u2019t considered minorities in the workplace but unfortunately, they still are minorities in senior leadership positions. That doesn\u2019t change the culture and we\u2019re talking about exclusive predominant cultures. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">The people that benefit from that culture are people that have spent their lives in the in-group. And there was a wake-up call last year for the I&amp;D industry and we have to understand why those men are saying that we need to start listening to people talking about why men feel like they\u2019ve been discriminated against.<\/span><\/p>\n<blockquote><p><span style=\"font-weight: 400;\">We\u2019re not seeing women coming through actually taking a proper seat in the C-Suite. And this means that they have no influence over culture, no influence over the way the organisation is run on a day-to-day basis. And until women have those positions of influence, then it really is only a numbers game. &#8211; Kate Usher<\/span><\/p>\n<p><span style=\"font-weight: 400;\">I\u2019ve been in this space for six years and I\u2019ve never delivered unconscious bias training and never will. It has been proven that it has no impact whatsoever. And sometimes there is a risk that unconscious bias training allows people to excuse their behaviour. But, knowing your biases is an inclusive leadership skill. So, you need to talk about it. It needs to be part of training, but it never should be stand-alone. &#8211; Daniele Fiandaca<\/span><\/p><\/blockquote>\n<p><span style=\"font-weight: 400;\">So, the answer is: we should be training everyone about inclusion, diversity and equity but alongside unconscious bias training we should be talking about all of the other barriers. Workplaces are not inclusive of primary caregivers. And it just happens that actually, a majority of those are women. So, if we talk about the glass ceiling, there\u2019s no doubt that primary and equal caregiving gets in the way of being promoted to those senior positions. We should be talking about microaggressions, power and privilege, culture and intelligence. All of those things should be sitting alongside.\u00a0<\/span><\/p>\n<h2>Watch the Live Fireside Chat with Kate and Daniele<\/h2>\n<p><iframe title=\"Embracing Gender Equality in the Workplace\" width=\"500\" height=\"281\" src=\"https:\/\/www.youtube.com\/embed\/62EUdBV4CMo?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/p>\n<h2><span style=\"font-weight: 400;\">HR Software for Managing Employee Engagement and Inclusion<\/span><\/h2>\n<p>One company\u2019s commitment to gender equity and equality will not be enough to overcome centuries of systematic oppression and deeply ingrained prejudices and discrimination. That\u2019ll take a lot of effort from people outside of an organisation.<\/p>\n<p>However, committing to making an improvement can inspire everyone inside and outside of your company. The world moves forward when people and organisations make it so.\u00a0By making diversity, equity, and inclusion part of your operations, you\u2019ll be doing your small bit in the name of progress. And if all companies and people do that, then the future will look much brighter than the past.<\/p>\n<p><a href=\"https:\/\/factorialhr.co.uk\/request-demo\"><img decoding=\"async\" class=\"aligncenter wp-image-87955 size-full\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2022\/12\/05182646\/Book-free-demo-1.jpg\" alt=\"\" width=\"900\" height=\"308\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2022\/12\/05182646\/Book-free-demo-1.jpg 900w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2022\/12\/05182646\/Book-free-demo-1-300x103.jpg 300w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2022\/12\/05182646\/Book-free-demo-1-768x263.jpg 768w\" sizes=\"(max-width: 900px) 100vw, 900px\" \/><\/a><\/p>\n<h3>About Kate Usher and Daniele Fiandaca<\/h3>\n<h4><a href=\"https:\/\/www.linkedin.com\/in\/kateusher\/\">Kate Usher<\/a><\/h4>\n<p><span class=\"md:text-left mb-ml last:mb-0 break-words block\"><span class=\"font-sans max-w-full text-lg font-normal normal text-left text-neutral-80 inline\">Kate Usher is an experienced Menopause Coach and Gender Equity Consultant. She works with women and organisations to create simple strategies that enable modern and supportive Menopause conversations. Ensuring women retain their careers and organisations continue to benefit from some of their most brilliant employees. <\/span><\/span><\/p>\n<p><span class=\"md:text-left mb-ml last:mb-0 break-words block\"><span class=\"font-sans max-w-full text-lg font-normal normal text-left text-neutral-80 inline\">In addition to this, she had a nearly 20-year career working for FTSE 100 organisations as a Global Project Manager. She managed teams across four continents implementing complex processes, systems and organisational change projects.\u00a0\u00a0<\/span><\/span><span class=\"md:text-left mb-ml last:mb-0 break-words block\"><span class=\"font-sans max-w-full text-lg font-normal normal text-left text-neutral-80 inline\">She is an internationally published author, and her book \u2018Your Second Phase \u2013 reclaiming work and relationships during and after Menopause\u2019 was shortlisted for the Business Book of the Year Award.<\/span><\/span><\/p>\n<h4><a href=\"https:\/\/www.linkedin.com\/in\/danielefiandaca\/\">Daniele Fiandaca<\/a><\/h4>\n<p><span class=\"md:text-left mb-ml last:mb-0 break-words block\"><span class=\"font-sans max-w-full text-lg font-normal normal text-left text-neutral-80 inline\">Daniele Fiandaca is the founder of\u00a0<\/span><a class=\"text-viridian-120 font-medium\" href=\"https:\/\/www.tokenman.org\/\" target=\"_blank\" rel=\"noopener\"><span class=\"font-sans max-w-full text-lg font-normal normal text-left text-viridian-120 inline underline hover:text-viridian-100\">Token Man Consulting<\/span><\/a><span class=\"font-sans max-w-full text-lg font-normal normal text-left text-neutral-80 inline\">, an inclusion and diversity consultancy which specialises in engaging senior leaders and men with I&amp;D and inspiring them to become inclusive leaders and agents of change, creating workplaces that are truly inclusive and diverse.<\/span><\/span><\/p>\n<p><span class=\"md:text-left mb-ml last:mb-0 break-words block\"><span class=\"font-sans max-w-full text-lg font-normal normal text-left text-neutral-80 inline\">Token Man Consulting was born from\u00a0<\/span><span class=\"font-sans max-w-full text-lg font-normal normal text-left text-viridian-120 inline underline hover:text-viridian-100\">Token Man<\/span><span class=\"font-sans max-w-full text-lg font-normal normal text-left text-neutral-80 inline\">, an initiative he co-founded nearly a decade ago to engage men with the gender equity discussion and is also co-founder of Masculinity in the Workplace, one of the few I&amp;D events that have a majority male attendance.\u00a0<\/span><\/span><span class=\"md:text-left mb-ml last:mb-0 break-words block\"><span class=\"font-sans max-w-full text-lg font-normal normal text-left text-neutral-80 inline\">He was named one of Management Today\u2019s Top 30 Male Agents of Change, and most recently, one of the Top 50 Trailblazers in Gender Equality in the UK.<\/span><\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>In our latest Fireside Chat, Kate Usher, a Menopause Coach and Gender Equity Consultant, and Daniele Fiandaca, Founder of Token Man Consulting, shared their inside knowledge on how to embrace gender equality in the workplace. But most importantly they discussed gender equity vs gender equality among coworkers. Here you can read a short summary of<a href=\"https:\/\/factorialhr.co.uk\/blog\/gender-equality-in-workplace\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":97,"featured_media":97568,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[342,343],"tags":[],"class_list":["post-97469","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-culture-engagement","category-hr-trends"],"acf":{"topics":false},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Fireside Chat: Embracing Gender Equality in the Workplace | Factorial<\/title>\n<meta name=\"description\" content=\"Read about how to embrace gender equality vs gender equity in the workplace by listening to Kate Usher and Daniele Fiandaca.\" \/>\n<meta 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