Do you believe we need quota’s in a business to achieve the equity with gender diversity?
In reading through the report posted by Workplace Gender Equity Agency they discuss firstly the difference between a target and a quota and also the advantages and potential disadvantages of both options. We unfortunately live in a world where this discussion is needed. Australia’s national gender pay gap is 14.1% percent. This means that on average, women earned $263.90 less per week than men.
I would initially say the most qualified person should be given the job, although with little movement in the right direct setting clear quotas may now be the only way forward.
“Gender diversity targets and quotas, and their respective merits as strategies for promoting women in leadership in the workplace, are much debated.” The goal was to clarify the difference between gender diversity targets and quotas and which one as a strategy is better to promote gender diversity in a workplace
“Organisations that set targets are more likely to succeed at increasing their gender diversity.” The research would show that setting targets does make a difference along with clearly outlining a plan on how to achieve them. Each business will need to be focused on continually improving year on year, remaining accountable to the target and measuring performance.
“Targets are specific measurable objectives, generally set by an organisation at their own discretion, with discrete timeframes in which they are to be achieved. Consequences for not meeting a target may be set and enforced as the organisation sees fit.”
“Quotas are mandatory. Like targets, quotas are also specific, time bound measurable objectives, but are usually set externally by a body with authority to impose them on organisations (for example, the Parliament). Establishing quotas usually includes setting penalties for failing to meet them. These are enforced by a body external to an individual company and are non-negotiable by individual organisations.”
Quotas being set by an external body means they must be delivered, harsher penalties if not achieved. Targets at least start the conversation and if a company remains accountable they can also make change.
Tell me your thoughts - do we need quotas?
