Women and the gender trust gap
Trust in the workplace is crucial for a healthy and productive environment. However, there is a gender trust gap.
In a 2021 study, a team at Deloitte measured trust levels of 5,000 U.S. employees across job types and industries. They found that while women and men enter the workforce with essentially the same level of trust in their employers, women’s trust rapidly falls behind men’s and continues to lag throughout their careers. By the time women reach the director level, they trust their employers 30% less than men at the same level.
Trust in the workplace is crucial for a healthy and productive environment. However, studies have shown that women often trust their employers less than men do. Here are some reasons why this might be the case:
Trust and the workplace
Trust is a key ingredient for a healthy and productive workplace. It helps people collaborate, feel safe, and perform better. However, research shows that there are often gender differences in how trust is built and experienced in the workplace. Understanding these differences and working to close the gender trust gap is essential for creating a more inclusive and effective work environment.
Different approaches
Studies suggest that men and women may approach trust differently. Men are more likely to trust colleagues based on their competence and ability to get the job done. Women, on the other hand, tend to build trust through relationships, honesty, and mutual respect. This doesn’t mean one way is better than the other, they are simply different. The challenge comes when these differences lead to misunderstandings or unequal trust dynamics.
For example, women may feel they have to work harder to prove their competence before they are trusted, while men might be trusted more quickly, especially in leadership roles. This can lead to women feeling excluded from important decisions or opportunities. It can also create a culture where women hesitate to speak up or take risks because they fear being judged more harshly than their male counterparts.
How to close the gender trust gap
To close this gender trust gap, organisations need to take deliberate steps.
1. Transparency and fairness.
When people see that promotions, opportunities, and rewards are given based on merit rather than gender or personal connections, trust grows. Companies can implement clear criteria for evaluations and make these processes visible to everyone. This should especially be around compensation and closing the gender pay gap.
2. Leadership role modelling
Leaders also play a crucial role. They need to model inclusive behaviour and actively build trust with all team members. This means listening to different perspectives, acknowledging contributions equally, and creating a safe space for people to voice their opinions without fear of backlash. Training programmes on unconscious bias can help leaders recognise and challenge any assumptions they might hold about gender and trust.
Above all they should actively work towards having more women in leadership roles and creating a diverse and inclusive workplace. Many companies still have a significant lack of women in leadership positions. When women don’t see themselves represented in higher roles, it can make them feel undervalued and less trusting of the organisation’s intentions and decisions.
Unlocking Potential: Building Inclusive Workplaces – 3 Plus International
3. Eliminate psychosocial risks
Organisations need to protect the psychosocial safety of women by having effective policies against sexism, harassment, bullying and other systemic risks which can cause a drop in trust and engagement. These measures should also be accompanied by anonymous and neutral reporting systems which also offer support for the targets. All of these measures facilitate psychological safety.
4. Close the career development gap
Closing the career development gap helps close the gender trust gap by ensuring equal growth opportunities, with actionable feedback, and ongoing recognition increasing the chances of advancing to leadership roles. This fosters confidence in women’s abilities and dismantles harmful stereotypes. When women receive the same support and advancement pathways as men, it challenges biases and builds trust, not only in their competence but also in the systems meant to support them. This creates a more balanced, inclusive workplace where trust is rooted in demonstrated skill and potential, rather than outdated assumptions about gender.
5. Mentorship and sponsorship
Another important step is to create mentorship and sponsorship programmes that support women’s career growth. When women have access to mentors and sponsors who advocate for them, they gain more visibility and credibility. This not only helps women advance but also helps reshape how trust is distributed within the organisation.
6. De-stigmatise flex-working
Flexible work policies can also support trust-building. Women often face more pressure to balance work and home responsibilities. Providing options like remote work, flexible hours, and parental leave for all genders helps remove the stigma that can come with needing flexibility. When everyone has access to these benefits, it fosters a culture of empathy and trust across the board. Removing the idea that it is the “mummy track” and available for all is critical. Overcoming the idea of a presence culture also reinforces the idea of trust.
6. Monitor Culture
Finally, organisations should regularly check in on their culture. Anonymous surveys and open feedback channels can help leaders understand how employees feel about trust and whether any gender-based differences still exist. By continuously listening and adapting, companies can ensure they are making progress.
Building trust takes time and effort, but the rewards are worth it. A workplace where everyone, regardless of gender, feels trusted and valued is not only more equitable but also more innovative, collaborative, and successful in the long run.
