Closing the Gender Pay Gap Through a Structured Shortened Workweek
By Scott Tracze, CEO & Founder, Aegis360 HR
The conversation around workplace equity has gained momentum in recent years, yet the gender pay gap remains a persistent challenge. One innovative and structured approach that could help close this gap is the implementation of a shortened workweek. When executed strategically, this model has the potential to create a more level playing field, ensuring that women, who are often disproportionately affected by caregiving responsibilities, receive equal opportunities and compensation.
The Link Between Workweeks and Gender Pay Disparities
Grace Tallon, COO of Work Time Reduction, highlights that many women are forced into part-time roles due to caregiving responsibilities, which often leads to lower wages and fewer career advancement opportunities. In 2016, white women in Canada earned an average of $0.71 for every dollar earned by white Canadian-born men. This stark wage disparity is largely influenced by outdated workplace structures that fail to accommodate the realities of modern caregiving and work-life balance.
Moreover, women are less likely to pursue leadership roles due to systemic barriers and biases. Even though there has been progress—women now hold 29% of board seats in businesses, up from 11% in 2015—these numbers still highlight the long road ahead in achieving true workplace equity.
The Rise of the Shortened Workweek in Canada
The interest in shortened workweeks is growing, with a 34% increase in employees working four-day schedules. Organizations are exploring different approaches, such as designating a common day off or staggering schedules to maintain business continuity. However, a shortened workweek does not necessarily mean a rigid four-day model. Instead, flexible and structured models tailored to industry needs can yield significant benefits while ensuring operational efficiency.
The Benefits of a Structured Shortened Workweek
A well-implemented shortened workweek offers several advantages that contribute to closing the gender pay gap:
- Increased Work-Life Balance: Employees gain additional time to manage personal responsibilities without compromising career growth.
- Higher Employee Retention: Companies that offer flexible work arrangements attract and retain top talent, reducing turnover costs.
- Improved Health and Well-being: Employees report enhanced mental and physical health when given structured flexibility.
- More Equitable Opportunities: By standardizing shorter workweeks across roles and levels, organizations can mitigate biases that disproportionately affect women’s career progression.
Leveraging AI and Workforce Strategies for Success
At Aegis360 HR, we recognize that modern workplace challenges require forward-thinking solutions. The integration of artificial intelligence and HR technology can further enhance the feasibility of a shortened workweek by optimizing workflow automation, improving productivity tracking, and ensuring fairness in workload distribution.
For a shortened workweek to be truly effective in addressing the gender pay gap, businesses must adopt structured flexibility that benefits all employees equally. By implementing strategic HR policies and leveraging technology, organizations can foster inclusive workplaces that support career advancement, work-life balance, and equitable pay for all employees.
At Aegis360 HR, we help businesses navigate these workforce transformations with tailored HR solutions that promote fairness and efficiency. The future of work is evolving—let’s ensure it evolves equitably.
Frequently Asked Questions (FAQs)
1. Does a shortened workweek reduce productivity?
Not necessarily. Studies have shown that when structured effectively, a shorter workweek can maintain or even improve productivity by reducing burnout and increasing focus during working hours.
2. Can all industries implement a shortened workweek?
While some industries, such as healthcare and emergency services, may face challenges in adopting a shortened workweek, many sectors can implement flexible work schedules with the right planning and technology.
3. How does a shortened workweek benefit employers?
Employers benefit from higher employee engagement, reduced turnover, improved retention, and stronger recruitment efforts, particularly among younger generations who value work-life balance.
4. Will employees take a pay cut with a shorter workweek?
Not necessarily. Some companies maintain full salaries while reducing working hours, recognizing that productivity and outcomes matter more than the number of hours worked.
5. How can businesses transition to a shortened workweek?
A phased approach is recommended, including pilot programs, employee feedback loops, and leveraging workforce management tools to assess effectiveness and necessary adjustments.
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613-919-7534
scott.tracze@aegis360hr.ca
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