Many companies are positioning themselves for the future of work within the context of a new reality — a post-pandemic world. Wide-ranging discussions are taking place in C-suites and boardrooms about what the workplace is going to look like now and in the future. One of the most important issues raised during these discussions is gender bias and equity.
Women have made great strides in the workplace, but gender bias is still very much alive. It is evident in hiring, promotions, and one of the biggest issues today, pay equity (women earn 82 cents for every dollar their male counterparts earn, and women in the C-suite earn 85 cents for every dollar earned by men).
In this white paper, learn how digital credentials can be used to:
Surface competency in the workplace and allow women a pathway to promotion and re-entry into the workforce based on skill.
Aid in allowing the most capable employees to get promoted, regardless of gender.
Redefine the path to senior leadership for women through the use of digital credentials and updated corporate policies.
Corporate organizations that offer learning and development opportunities, HR professionals leading talent management aimed at a more inclusive workforce, and employees (of both genders) who are dedicated to equality in the workplace will benefit from the tactics shared in this white paper.