Allyship in Action
Locally, we've delved into the topic of Allyship in Action. Our video looks into the powerful theme of gender allyship, exploring questions that highlight its transformative impact on workplace dynamics. From redefining the meaning of an ally to celebrating inspirational figures and leaders, the video showcases stories of resilience and inclusion.
Discover how allyship opens doors to new opportunities and hear firsthand accounts of its role in shaping professional careers. At PwC, our commitment to allyship is ingrained in our culture and values, ensuring that inclusivity is not just a concept but a lived experience for our employees. Join us on this journey of Allyship in Action, where we celebrate diversity, empower voices, and build a workplace that thrives on inclusivity.
International Women's Day - Allyship in Action
Exploring key findings locally
In our recent, Channel Islands Workforce Hopes and Fears Survey 2023, we saw significantly more women answer our local survey than the global survey:
Local |
Global |
|
|---|---|---|
Women |
69% |
43% |
Men |
31% |
57% |
These results could indicate that we could have a more engaged population of female workers locally or that women in work are keen to have their voices heard to inform change.
Alongside these results, we also found that women in the Channel Islands are twice as likely than men to ask for a promotion, which could signify two possible scenarios. On one hand, this is a good news story that women locally feel empowered to speak up to their employers. However, it could also indicate that the reason they will ask for a promotion is because they feel their value is not currently being recognised and fairly rewarded.
In addition, our survey also found that locally, women are struggling more than men when it comes to finances, with 10% more female workers struggling to afford additional expenses compared to their male colleagues.
Our Channel Islands Workforce Hopes and Fears Survey 2023 findings suggest that women are struggling more than men when it comes to finances, with 10% more female workers struggling to afford additional expenses compared to their male colleagues.
This coupled with recent PwC research, the Women in Work Index 2023, that reports Jersey and Guernsey respectively have a 11% and 16% gender pay gap, is a worrying finding for the Channel Islands.
What can employers do?
To promote workforce diversity and equality, it is important to gather data to understand the demographic makeup of your workforce and identify any gaps in equality. Setting targets based on this information and being willing to monitor and report progress transparently is crucial. Additionally, broadening recruitment efforts to appeal to a wider demographic can be achieved by offering "back to work" training programs to help individuals returning from career breaks acquire key skills.
Embracing flexibility and considering a variety of flexible work arrangements is essential, as different age groups have different needs but generally appreciate flexibility. Furthermore, it is important to consider parental leave and benefits that support both mothers and fathers. Reviewing the company culture is necessary to ensure it is genuinely inclusive and provides an environment where everyone has an equal opportunity to thrive and succeed. Lastly, any initiatives focused on gender equality should be led by leadership and held accountable for their outcomes.
