Women’s Equality Day is celebrated every year as a form of commemoration of an important event that took place on August 26, 1920 in the United States. On that day, the 19th Amendment to the Constitution was signed and prohibited the government from denying anyone the right to vote because of gender. It was a great victory for suffragettes who had been fighting for years to increase women’s rights. 

Despite the passage of time and subsequent directives introduced, including the one from the European Union, many countries still have problems with equalizing the standards of treatment of women and men, especially in the work environment. 

What may constitute unequal treatment at work? 

Women at work have different experiences of unequal treatment based on gender. The most frequently observed problem is unfair treatment when applying for a promotion or being entrusted with an important project. Women often experience rejection in favor of their male co-workers, who often earn more from the start than they do with more seniority. Furthermore, the stereotype, which is still present mainly among the older generation of employees, according to which women are perceived as the weaker sex and less capable of performing certain jobs, is still observed. The pioneers of significant changes in the labor market are members of Generation Z for whom equal rights are sacred and they cannot imagine any different treatment in the workplace. It is surprising that representatives of this generation believe that working conditions in Poland are not that bad compared to other countries in terms of equality between co-workers. They feel respected and fully accepted in their jobs. 

Undoubtedly, the challenge for women today is still sharing their professional and family lives, where they often play the role of a wife or mother. For them, it is sometimes impossible to focus on career development, gaining experience or taking part in business trips, while maintaining an appropriate amount of time spent with children which affects their proper development. Moreover, It is worth bearing in mind the large percentage of Polish families that rely on the model of independent parenting. According to the latest Census published by the Central Statistical Office, this model in Poland accounts for as many as 23% of all families, and as many as every fifth family consists of a single mother. 

The idea of ​​DEI 

Opposite discrimination in the workplace comes the idea of ​​DEI (diversity, equity & inclusion) which might be interpreted as actions aimed at increasing diversity, equality and integration both in the workplace and in the society. It is important to introduce and develop the three pillars of DEI as efficiently as possible: 

• Diversity – striving to accept diversity at work not only in terms of race, but also religion, views and orientation. It is particularly important to provide equal opportunities, benefits and respect to all employees;
• Equality – this pillar focuses on spreading awareness that every person is equally important and should be treated in the same way with due respect. She should also have access to education at the same level, aimed at development in the company.
• Integration – the most important thing here is to strive for unity in the work environment, ensuring a friendly atmosphere in which everyone feels part of a larger whole, can feel free to speak to others and there is no risk of any alienation.

The idea of ​​DEI in business is not only connected with  acceptance and understanding of one’s employees, but also with the usage of characteristics of a given employee and his/her potential to the benefit of the entire company and the employee himself/herself. The main goal of this procedure is to enhance the employee’s appreciation, to develop his/her skills, but also to create a work environment where he/she will feel appreciated, respected and involved in the daily development and life of the company. The long-term effect will be greater mobility, productivity and creativity of employees which may result in greater benefits for the company and a better reputation on the labor market. 

DEI should be active in many company structures, here are some of them: 

• Leaders – should actively act and promote DEI values ​​in their companies as role models;
• Recruitment – setting the recruitment process to give candidates greater opportunities and objective job descriptions;
• Accountability – a form of holding employees accountable for their actions, not tolerating any manifestations of discrimination;
• Training – making employees aware of the company’s values; solving problems and ongoing monitoring of how DEI functions in the company.

It is worth remembering that DEI is not only beneficial for maintaining a good image as a growing company that cares about its employees and is willing to cooperate with others no matter who they are. This will also allow a company to gain status which will count during making contacts with foreign and local clients. This is an additional advantage that can distinguish a given business from other companies and attract new customers or employees, promoting diversity, equality and integrity.