Why do we thing of equality as a strategic business choice?Some useful facts.
The average parent employee misses 9-13 days of work each year due to his family care needs. The annual cost of absences for each employee is up to 150% of his monthly salary.
Over 50% of women who enjoy flexible working hours or a remote work arrangement report an increase in their productivity and a decrease in their unannounced absences from work.
63% of parents who enjoy reliable childcare courtesy of their employer report an increase in their productivity and a 20-30% reduction in unannounced absences.
Loyalty and engagement
The subsidisation of childcare or any company infrastructure for the childcare needs of employees can, according to surveys, reduce their replacement rate by 37-60%.
87% of HR executives link working hours and location flexibility with increased employee satisfaction, while 70% of them use flexibility as a tool to attract and retain talent.
According to research, British companies lose 280 million pounds each year, from women forced to give up their work due to their maternity circumstances. Approximately 11% of women are forced into resignation immediately before, during or after their maternity leave.
Equality and diversity = Higher performance
A 2013 study showed that companies with the gretest number of women in their Boards show 16% higher sales, 26% better return on their investments and 17% higher share price increase.
According to international HR executives, policies to improve equality and diversity indicators offer companies:
Improved ability to attract and retain talent (63.9%)
Improved business performance (48.1%)
Improved handling of staffing problems (47.3%)
Increased customer satisfaction (43.2%)
Improvement in product and service quality (42.6%)
According to Ernst & Young’s report in Greece, the representation of women in high-ranking positions is just 22%. The corresponding percentage on corporate boards is even lower, as it does not exceed 11%.
Women in the G20 countries report work-life balance, the wage gap and sexual harassment incidents, as issues directly related to the culture of equality or inequality within companies which directly affect women’s access in leadership positions.