#METOO & #MENTOO

Narrowing the gender gap

March 2019 | Report

In late 2017, the hashtag #MeToo was popularised on social media to demonstrate against the widespread prevalence of sexual assault and harassment, especially in the workplace. Since then, many high-profile individuals across the corporate and media arenas have come forward citing their broad spectrum of experiences, including the film industry, politics, fashion, and finance.

A year and a half since the popular emergence of #MeToo on social media, The Equality Group – an organisation that helps companies attract, retain and develop diverse talent – has commissioned nationally representative research that delves into the tangible impact the movement has had on the UK’s workplace culture. However, advancing the discussion well-beyond that of why #MeToo exists, today’s data unveils what the role of men in the UK’s workforce is, in bringing the existence of workplace abuse to an end. 

Narrowing the gender gap in the workplace

50% of women have experienced harassment in the workplace and not reported it.

HALF of the UK workforce feel MEN should be more involved in solving #MeToo.

31% women feel their workplace is ineffective in resolving #MeToo.

44% of UK workforce feel their place of work has no measures in place to deal with harassment.

34% women confused as to whether incidents that made them feel uncomfortable in the workplace should have been reported.

44% of UK workforce feel their place of work has no measures in place to deal with harassment.

34% women confused as to whether incidents that made them feel uncomfortable in the workplace should have been reported.

34% women don’t want to report incidents at work because they are worried that it will negatively impact their career progression or create an uncomfortable working environment.

Nearly HALF of the UK workforce feel men should be more involved in providing a practical solution for the issues raised in the #MeToo movement.

31% feel their workplace has become WORSE, since the rise of the #MeToo movement, in addressing and resolving issues of harassment/bullying/inappropriate behaviour.

#MeToo & #MenToo Roundtable Discussion

Based on the above report Equality Group hosted a roundtable discussion with thought leaders within Finance and Tech industries, allowing a platform for professionals to talk about the problem at hand, the research statistics in addition to assessing how the UK can begin to progress and ensure gender parity is achieved in a workplace. Some of the practical solutions that came out of the discussion were as follows:

A year and a half since the popular emergence of #MeToo on social media, The Equality Group – an organisation that helps companies attract, retain and develop diverse talent – has commissioned nationally representative research that delves into the tangible impact the movement has had on the UK’s workplace culture. However, advancing the discussion well-beyond that of why #MeToo exists, today’s data unveils what the role of men in the UK’s workforce is, in bringing the existence of workplace abuse to an end. 

•  Increase diversity to create a better-balanced workplace.
 
•  Strive to create a safe and inclusive business culture.
 
•  Remove wooliness and grey zones surrounding what is acceptable in the workplace. 
 
•  Ensure clear communication, education, de-stigmatisation to fix #MeToo issues within the workplace.
 
•  Ensure that men are well-engaged in the conversation and are part of the solution.
 
•  Encourage employees to call out inappropriate behaviour. 
 
•  Invest in dealing with any inappropriate behaviour according to well-set policies and appropriate level of support 

Hephzi Pemberton, Founder and CEO

“This data is a timely reminder of the need for more inclusive and positive workplace cultures. As a society, we should be striving to stamp out harassment, bullying and inappropriate behaviour in the workplace, and to see that both men and women are experiencing these kinds of actions at work is simply unacceptable.

While the situation has almost certainly improved, even in the last 18 months since the popularisation of the #MeToo movement, there are still a number of steps that workplaces need to take to improve their working culture. Bringing in diverse talent at senior levels, in terms of women and BAME professionals, to bring new ideas to boards and leadership teams across the country can undoubtedly change working cultures for the better.

By having role models on boards that employees at all levels can relate to, working cultures can become more transparent and accountable. This can help employees to speak up, a crucial part of changing working environments. By including men in the #MeToo conversation, we hope to build on this research to build workplace cultures that we can all be proud of.” – Hephzi Pemberton

About Equality Group

Equality Group harnesses the power of diverse leaders for Finance, Technology and Social Impact. They change the business landscape by widening the range of exceptional candidates and offering them unique leadership opportunities. Their consultancy service helps companies attract, retain and develop diverse talent, which our Executive Search service headhunts.

Related Articles

Yahoo

Why gaslighting is holding women back in the workplace

Metro

Half of staff experience harassment, but workplace policies have not improved

The Guardian

Pay figures show 50% of employers have narrowed gender gap