Best Practices

Businesses and individuals can take multiple actions that will contribute to reducing the wage gap and achieving gender equity in King County. Our suggested 31 best-practice solutions have been shown to work and offer a logical starting place to launch this conversation. While no one action is a panacea, the broad array provides a flexible toolkit of actions that employers and industries can tailor to their unique business needs and environments.

For curated toolkits, guides, articles, and research on how to effectively implement these best practice solutions, check out our Signatory Resources.

    • ORGANIZATIONAL CULTURE
      1. Demonstrate that gender diversity is a high priority.
      2. Reorient workplace culture to emphasize results over “seat-time.”
      3. Offer training to acknowledge and overcome implicit bias.
      4. Publish policies that foster an inclusive culture.
    • HIRING
      1. Create an initial applicant screening that is free of gender bias.
      2. Seek diversity in the applicant pool and evaluate candidates as a pool.
      3. Enlist diverse evaluators in hiring.
      4. Evaluate starting salaries for new hires.
    • NEGOTIATIONS
      1. Conduct regular compensation evaluations for employees of all levels.
      2. Conduct negotiation training for employees and managers.
    • PERFORMANCE EVALUATION
      1. Regularly train managers on conducting effective performance evaluations.
      2. Publish employee performance philosophy or principles in a manner easily accessible by employees.
    • WORKPLACE FLEXIBILITY
      1. Evaluate causes of attrition among women, including mothers and non-mothers.
      2. Offer paid family leave.
      3. Offer onsite or subsidized childcare.
      4. Offer child care referral or back up child care services.
      5. Create and generate awareness of programs that confer employee schedule control, including flex programs.
      6. Train managers to manage a flexible workforce.
    • SENIOR REPRESENTATION
      1. Mentor and sponsor women for leadership positions.
      2. Provide structural support to move women up the talent pipeline.
      3. Actively recruit women to executive level and board positions.
      4. Include women on senior search committees.
      5. Achieve equitable gender representation on compensation committees.

Employers who want to engage outside their four walls can be part of building a more diverse and qualified future workforce through an additional set of eight best-practice solutions.

  • COLLEGE MAJOR
    1. Support initiatives that expose young girls to STEM careers, the trades and other fields, where they are underrepresented.
    2. Support initiatives that connect girls and young women to female role models, mentors and sponsors in fields where they are underrepresented.
    3. Support the expansion of STEM high school and college courses.
  • CAREER PATH
    1. Evaluate female student perceptions of your industry.
    2. Support outreach and training programs for women in STEM careers, the trades and other fields where they are underrepresented. Create recruiting initiatives for women in underrepresented fields.
  • ENTREPRENEURSHIP
    1. Seek gender diversity among investment partners.
    2. Showcase successful women entrepreneurs.
    3. Design incubators and co-working spaces to support entrepreneurs with families.