How organizations can continue to narrow the trust gaps between men and women.
found that women in stock brokerages were often assigned accounts with lower historic commissions and/or asset values, resulting in gender differences in performance-based pay — a phenomenon familiar to many women who are on teams or in roles that make it harder for them to meet objective targets. And, as women still are paid justrelative to men doing the same job, a woman’s performance bonus based on her salary will be less than that of a man receiving the same percent bonus.
A solution is to redesign the evaluation process so that anyone using a given benefit receives the same treatment. For example, if a company has a flex-time policy and some employees use it more or differently than others, leaders should ensure that performance reviews focus on the value each individual creates, not when or where they work.
When employees don’t feel trusted to balance their workplace and personal responsibilities or don’t feel supported as whole humans, they likely won’t extend trust to their employer in turn.It’s hard to fix a problem you don’t see or that you don’t understand. Start by
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