Women are the driving force behind growing effort levels in Australian workplaces as more female employees are willing to go above and beyond at work compared to their male colleagues, according to Gartner.
Data from the Gartner Global Talent Monitor reveals that effort among Australian female employees is almost 7 per cent higher than their male colleagues. In Q4 2017, female effort levels increased 1.6 per cent to reach 24.2 per cent, compared to just a 0.5 per cent increase seen in male workers.
“Gender differences in the workplace have long been a topic of intense focus and speculation, but the data is clear. Women are working harder than men and now appear to be the driving force behind corporate performance,” says Aaron McEwan, HR advisory leader at Gartner.
At a time when global effort levels are in decline, Australia is powering along with discretionary effort increasing 1.4 per cent in Q4 2017; a full 5 per cent ahead of the international average, according to the data.
Gartner data shows that high discretionary effort in organisations can drive up to 23 per cent higher business performance.
While women are putting in more effort, they have developed clear expectations of what they want from their employer.
Female workers are less satisfied with their rewards (28.6 per cent) including health benefits, compensation and vacation, compared to men (29.5 per cent). Perceptions of pay among women is also lower than their male colleagues (57.3 per cent versus 59.9 per cent).
“Organisations really need to think about what they are doing to support the continued productivity and engagement of their female workforce. They run the risk of losing their star performers if they continue to gloss over the desires of their hardest working employees,” continues Mr McEwan.
According to the data, the most productive segment of the workforce is also the most likely to leave. Intent to stay among male workers is currently 41.5 per cent while female intent to stay is 40.5 per cent.
An authentic, differentiated employment value proposition (EVP) can increase retention and position the business as an employer of choice.
Gartner recommends organisations look at the following three areas:
“Some boards and CEOs have already begun to place increased scrutiny on their diversity and inclusion efforts, with their sights firmly on addressing gender pay equity. The time has never been better to address the pay disparity and reward those who are putting in the hard yards,” concludes Mr McEwan.
Global Talent Monitor data is drawn from the larger Gartner Global Labour Market Survey which is made up of more than 22,000 employees in 40 countries. The survey is conducted quarterly and is reflective of market conditions during the quarter preceding publication.