Are working conditions getting better for women? The Economist’s “glass-ceiling index” offers an insight into this. The metaphor of the “glass ceiling” explains the invisible yet formidable barriers women face in their professional lives. Despite decades of advocacy, legislation, and policy changes, Britain finds itself lagging behind in the journey to gender equality in the workplace.
The Economist’s recent “glass-ceiling index” reveals that Britain falls just below the OECD average, with Iceland, Sweden, and Norway taking the top three spots. This blog post delves into the success of these leading countries and explores how Britain can change to improve women’s equality in the workplace.
Understanding the Glass Ceiling Index
The glass ceiling refers to the fact that a qualified person wishing to advance in their career is stopped at a lower level due to discrimination, most often based on sexism or racism. The glass ceiling index measures ten key indicators annually to assess the working conditions for women. These indicators include factors like the gender wage gap, the percentage of women in managerial roles, paid parental leave policies and the number of women in professional and technical jobs.
Iceland, Sweden and Norway have consistently outperformed other countries, setting benchmarks for gender equality. Nordic countries have always dominated the top of the index, scoring highly on all our measures. Norway has the most ambitious equal opportunity legislation in the world that legally requires firms to reach a 40% women board representation in comparison, in 2023, Britain had just 32%. Many think that Nordic gender equality is due to recent state policies, however, gender equality has been prominent since the Vikings.
Lessons from the Leaders: Iceland, Sweden, and Norway
Iceland: The best place to be a working woman
Iceland tops the glass-ceiling index, and its approach to gender equality is diverse. The country has implemented comprehensive parental leave policies, ensuring both parents have the opportunity to bond with their children and share childcare responsibilities. Additionally, Iceland has enforced strict equal pay legislation, requiring companies to prove they offer equal pay for equal work. These measures, combined with a strong cultural emphasis on gender equality, have helped Iceland achieve outstanding progress.
Sweden: Supportive policies and cultural norms
Sweden’s success is embedded in its generous parental leave policies and strong support for working parents. The Swedish government provides extensive childcare services, allowing women to balance their careers and family responsibilities effectively. Additionally, Sweden promotes flexible working hours and encourages a balanced work-life dynamic. These policies are reinforced by cultural norms that value gender equality and shared parenting responsibilities.
Norway: Corporate authority and representation
Norway has made significant advances in gender equality through its corporate governance policies. The country legislates gender quotas for board of director positions in publicly traded firms, ensuring that women have a substantial presence in leadership positions. This approach not only promotes diversity but also enhances decision-making processes within companies. Norway’s commitment to education and professional development for women further supports their advancement in working conditions for women.
How Can Britain Improve?
Policy Reforms and Parental Leave
The government can help Britain improve through policy reforms, particularly concerning parental leave. Expanding and promoting shared parental leave can ease the burden on women to balance work and family life. Encouraging fathers to take an active role in childcare can promote a more unbiased division of labour at home and work.
Addressing the Gender Pay Gap
Britain must take decisive action to close the gender pay gap. Implementing mandatory pay gap reporting for all companies and enforcing stricter penalties for non-compliance can drive accountability. Additionally, promoting salary transparency can help ensure women receive fair compensation for their work.
Promoting Women in Leadership
Increasing the representation of women in leadership roles is crucial. Britain can adopt policies similar to Norway’s gender quotas for corporate boards to ensure women have a voice in the decision-making processes. Mentorship and sponsorship programs can also support women’s career advancement, providing them with the guidance and opportunities needed to succeed.
Fostering a Supportive Work Environment
Creating a supportive work environment is essential for retaining and promoting women in the workplace. Companies should prioritise flexible working arrangements, provide robust childcare support and support an inclusive culture. Regular training on unconscious bias and diversity can also help create a more unbiased workplace.
The Journey Is Far From Over
While Britain has made progress in the fight for gender equality, the journey is far from over. By learning from the successes of Iceland, Sweden and Norway, Britain can adopt effective strategies to break the glass ceiling. Politicians and businesses must work together to implement policies that support women’s career advancements, ensure equal pay and encourage an inclusive work environment. Only through collective effort can Britain achieve true gender equality and unlock the full potential of its workforce.
At Morson, we are committed to supporting the advancement of women in the workplace. By advocating for policy reforms, promoting diversity and creating a supportive work environment, we aim to contribute to a more equal Britain. Click here to read more about our policies.
