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In today’s competitive business landscape, achieving gender equity in the workplace is not just a moral imperative – it’s a strategic necessity.
Our Michael Page Talent Trends 2024: The Expectation Gap Report sheds light on the current state of gender equity in Taiwan’s workplaces, revealing both progress and persistent challenges.
Understanding these insights for hiring managers and leadership teams is crucial for creating more inclusive and equitable work environments that attract top talent and retain top performers.
The pandemic catalysed a significant shift in workplace dynamics across APAC, with flexibility emerging as a new norm.
Our talent trends 2024 report shows that professionals in Taiwan now consider flexible work arrangements as the sixth most important factor after salary when job hunting.
This change, born out of necessity during lockdowns, has become a permanent feature of the work landscape in Taiwan’s compact urban environment and tech-savvy workforce.
While offering potential benefits for work-life balance, this shift also presents new challenges for gender equity in the workplace.
Gender equity focuses on fairness by providing support based on individual needs, recognising that different genders may have different starting points. In contrast, workplace gender equality means giving everyone the same rights and opportunities. Both approaches foster gender diversity, with equity ensuring individuals get what they need to succeed.
Gender stereotypes can hinder progress by reinforcing traditional roles and expectations, limiting opportunities for all genders to thrive equally in diverse environments.
Also, gender discrimination, which involves treating individuals unfairly based on their gender, creates further barriers to equal opportunities and undermines efforts to achieve both gender equity and diversity.
Together, these challenges highlight the importance of breaking down gender bias to foster a more equitable environment.
As organisations in Taiwan adapt to these evolving expectations, the impact on gender equity remains a critical consideration in fostering inclusive work environments.
Our data reveals a nuanced picture of how women feel about workplace gender equity efforts in Taiwan:
Taiwan’s approach to closing the gender pay gap appears to be yielding some positive results, with 46% of women satisfied with their employers’ efforts. However, with half of the respondents either neutral (29%) or dissatisfied (21%), there remains significant room for improvement. These figures point to an opportunity for organisations to build on existing progress by increasing transparency around pay practices and strengthening their commitment to equitable compensation.
Related: The role of salary transparency in reducing workplace inequality
Taiwan’s approach to women’s workplace equity and inclusion shows mixed results. While the relatively low dissatisfaction rate (20%) suggests that outright negative experiences are limited, the predominant neutral response (42%) indicates that many organisations’ efforts may lack impact or visibility.
The 38% satisfaction rate, while notable, suggests that current initiatives have yet to fully resonate with the majority of women. These findings point to an opportunity for organisations in Taiwan to transform neutral sentiment into positive engagement through more concrete, visible actions and clearer communication about their commitment to gender equity.
Taiwan’s approach to female leadership advancement shows some promising signs, with 40% satisfaction and only 15% expressing dissatisfaction. However, the predominant neutral response (45%) suggests that many organisations’ efforts to promote women into leadership positions may lack visibility or clear impact.
These findings indicate an opportunity for companies in Taiwan to convert neutral sentiment into positive engagement by providing more transparent leadership pathways and demonstrating a stronger commitment to women’s advancement. While the low dissatisfaction rate is positive, the high neutral response suggests room for more proactive initiatives to develop and promote female talent.
Related: Asia's female leaders: How to be more confident at work
Our report also highlights significant differences in how men and women prioritise various Diversity, Equity, and Inclusion (DE&I) initiatives:
Taiwan’s workplace DE&I priorities show distinct gender-based perspectives, with women predominantly focused on addressing gender inequities while men distribute their focus across broader diversity concerns. Women’s clear prioritisation of the gender pay gap and workplace equity suggests these remain pressing issues in Taiwan’s professional environment.
Meanwhile, men’s strong focus on age discrimination and racial/ethnic inclusion, while still maintaining gender equity in their top five, indicates a more diversified approach to workplace inclusion. This difference in prioritisation might suggest an opportunity for more dialogue between genders to align understanding of workplace equity challenges and create more effective, collaborative approaches to addressing them.
Related: How HR needs to evolve to support the future of work
While our data reveals clear differences in how men and women prioritise DE&I initiatives, it’s crucial to recognise the role men play in advancing workplace gender equity.
The fact that closing the gender pay gap appears in men’s top five priorities, albeit at a lower rank, indicates some level of awareness and concern. Having two women-specific issues in men’s top priorities suggests some understanding about the issue.
This discrepancy highlights the need for increased awareness and engagement among men, particularly those in leadership positions, regarding the challenges women face in the workplace.
Bridging this perception gap is essential, as men often hold positions of influence that can drive significant change in organisational policies and workplace culture.
Related: How leaders can gain better engagement with their teams
These findings have several important implications for hiring managers and leadership teams:
Bridging the gender gap in Taiwan’s workplaces is an ongoing process that requires sustained effort and commitment. While progress has been made, our Talent Trends 2024 report clearly shows that there’s still work to be done.
By understanding and addressing women’s perspectives on workplace equity, organisations can create more inclusive environments that attract and retain female talent, foster innovation, and improve overall performance.
The message for hiring managers and leadership teams is clear: prioritising gender equity is not just about meeting DE&I targets but creating a workplace where all employees can thrive, contribute their best, and drive the organisation forward.
Discover the latest in workforce trends in our latest Michael Page Taiwan Talent Trends 2024 report: The Expectation Gap. This survey report findings are based on responses from 12,940 job seekers, employees and employers across Asia Pacific, of which 464 are from Taiwan.
It covers career insights that talent leaders and hiring professionals need to know to attract and retain talent. Also, download our report or use our interactive online tool to gain deeper, up-to-date insights into the current talent market.
Read more:Why should someone be led by you?5 ways to use negative feedback to your advantage9 common mistakes hiring managers should avoid in job interviews
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