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Upskilling is desired by a majority of women in the workforce, yet they are less likely to receive it than their male counterparts. How do we work to eliminate these barriers and uplift our women workers?
A new report from Randstad has revealed unequal access between men and women when it comes to learning and development opportunities. According to the research, 72 per cent of women highlighted the importance of wanting to learn and develop their skills and how vital it was to their career, compared to 66 per cent of men.
Despite this clear desire from women workers to have learning and development opportunities, women are less likely to receive the needed support to access it, with less than half of women (46 per cent) indicating that they received learning and development support from their employer, compared to more than half (55 per cent) of men.
In terms of learning and development perspective, there are specific invisible barriers that may affect women workers’ access to educational opportunities and professional development. The following barriers, from the Randstad report, can create disparities in skill development:
- Stereotypes affecting training choices: Implicit biases can influence decisions about who is selected for training opportunities. Suppose decision-makers hold an unconscious gender stereotype bias. In that case, they may be more inclined to choose male employees over equally or more qualified female counterparts, perpetuating gender disparities in skill development.
- Self-perception: Research suggests that women may sometimes underestimate their abilities and be less likely to apply for technical training opportunities. This hesitance can stem from societal expectations and stereotypes. Women tend to place more responsibility on themselves for training and career development, with 24 per cent believing it entirely sits with them, compared to only 14 per cent of men.
- Workplace culture impacting learning: The overall culture of a workplace can affect the learning environment. If a workplace lacks inclusivity, is not supportive, or has a competitive culture, it can create barriers for women to pursue learning opportunities and participate fully in training programs.
- Work/life balance challenges: Women often juggle multiple responsibilities, including work and caregiving. Limited flexibility in training schedules, coupled with a lack of support for work/life balance, can create barriers for women who may find it challenging to commit to additional learning outside regular working hours.
By addressing these barriers to learning and development, organisations will not only promote gender equality in terms of equalling the upskilling playing field, but they will also receive and drive organisational growth through a highly skilled workforce who stay with the company for a longer duration.
Kace O'Neill
Kace O'Neill is a Graduate Journalist for HR Leader. Kace studied Media Communications and Maori studies at the University of Otago, he has a passion for sports and storytelling.
