In order to find a work-life balance, Doris, a 36-year-old married mother and a graduate in healthcare, started working “reduced hours”. However, a new rule introduced by the Head of Department stated that she could be called to carry out ‘outside inspections’ between 5.15pm and 6am. This situation is untenable for her since she needs to be with her family during those hours. However, if she refused to accept this measure she would get a low paid role, thus causing financial hardship. Unfortunately, trade unions did not reply to her concerns and this led Doris to complain to the National Commission for the Promotion of Equality (NCPE).

NCPE takes an active part in eliminating discrimination not only through complaints investigation, but also through training, information dissemination and awareness raising activities carried out through EU co-funded projects whereby the commission tries to achieve equality on the basis of gender at the workplace, as well as in the supply of goods and services and also when it comes to race. In matters such as employment, the principle of non-discrimination is embraced by many laws and directives of the EU such as Article 6 of the European Union Treaty which states that the European Union is founded on the principles of liberty, democracy, respect for human rights and fundamental freedom, and Article 13 of the current Amsterdam Treaty – which insists that organisations and authorities need to take appropriate action against discrimination. In fact, the Malta Department of Employment and Industrial Relations handles around 400 cases of sexual harassment and persecution a year. Furthermore, those organisations that are competing in the global labour market may also benefit from the principle of equality in employment and this may be the key to succeed in business nowadays.

“Employers can attract better employees as well as employees achieve more secure conditions. Gender equality at the workplace would eventually help to improve the Maltese economy,” stated NCPE’s Executive Director Romina Bartolo at the NCPE’s seventh annual conference held on 23 March.

Gender equality was the main subject addressed at the conference. The NCPE team referred specifically to the Equality Mark, as part of an EU co-financed project entitled “ESF 3.47 Unlocking the Female Potential”, and in which the Foundation for Human Resource Development is also participating as a partner. Launched in July 2010, this project is awarding the Equality Mark to those organisations that offer opportunities to both female and male employees based on merits, skills and competences, and not on whether the employees are women or men, married, pregnant, or with caring responsibilities.

HSBC achieved the Equality Mark certification six month ago by including as part of its DNA diversity and inclusion policies, harassment policies, family friendly measures such as shift work, child care, leave or subsidy schemes and the Employee Assistance Programme where employees can seek advice and be supported by the company in case of necessity. “As part of our values, we encourage diverse employees by striking the right balance between diversity and inclusion,” stated Louise Agius, Head of Diversity, Learning and Development of HSBC. In this regard, HSBC not only fulfilled all the required requisites, but it also reached a very good level of gender equality in its branches where around 56 per cent of the employees are women. HSBC was also awarded the Corporate Social Responsibility Award 2010 by the FHRD.

The application and achievement of the Equality Mark should not be seen by organisations as ‘just a trophy’, a simple stamp on the organisation’s documentation, or as a contest with other companies. According to NCPE, the promotion of gender equality leads to tangible results, and furthermore it also helps to make a positive difference in at least seven points as opposed to other organisations that do not promote gender equality.

First of all, non-discrimination ensures that companies will recruit individuals with a wide range of skills and competences. Second, inclusion of both genders at each level, whose experiences and approaches are often different, provides innovation. Third, combining gender equality and development opportunities attracts the most talented staff. Fourth, promoting family friendly measures could guarantee retaining the most valuable personnel, as well as help to produce savings with regard to recruitment and retraining. Fifth, organisations building up a workforce based on gender diversity are more likely to improve connections with customers. Sixth, gender equality at the workplace safeguards one of the most important rights, hence the organisations may reduce the risk of lawsuits and, consequently, reputation damage. The last benefit refers to the attraction of investors who take into consideration organisations with strong values such as gender equality.

“Equality of opportunity today is an integral part of our business which can provide competitive edge by maximizing staff potential and business potential,” pointed out Ms Agius. Unfortunately, some companies perhaps do not share Ms Agius’ belief and might also delay building up policies based on gender equality. Such companies might refuse to allocate a budget for such campaigns, the need to arrange meetings in the boardroom more often, and they may also think that the European policies about non-discrimination are not worth the paper it is written on. Nevertheless, investing in gender equality would eventually lead organisations to gain the seven advantages stressed above, move with the times, and definitely make Doris happier.

Ms Soriano is a Spanish journalist at the Foundation for Human Resources Development.