Synology has announced the release of two 4-bay Synology DiskStations, the DS423+ and DS423, the latest in its lineup of all-in-one storage solutions for home offices and small businesses.Powered by the versatile Synology DiskStation Manager (DSM) operating system, both storage servers offer comprehensive solutions to protect and manage business data, facilitate collaboration on documents, provide remote file access, and serve as the core of an IP camera-based surveillance system, all within a compact desktop format.

DS423+: Sync and back up endpoint data to a centralized platform

With a maximum raw storage capacity of 72 terabytes, the DS423+ is ideal for teams of professionals, small businesses looking to step into the world of centralized storage, or to serve as an edge node in distributed deployments.

“The DS423+ offers exceptional value to users with limited storage requirements,” said Anya Lin, Product Manager at Synology Inc. “It boasts 21% faster photo indexing over its predecessor, among other performance improvements, and continues to offer the comprehensive and robust features that our customers have come to rely on.”

The DS423+ delivers intuitive file management and sharing with Synology Drive, which combines cross-platform file access with the privacy offered by on-premises storage. For teams working remotely and businesses operating across multiple locations, site-to-site file syncing is available to mirror content between Synology devices.

In addition, existing IT infrastructure can be protected against data loss due to system failure or cybersecurity threats using Synology Active Backup Suite. Active Backup allows IT infrastructure, such as Windows and Linux systems, Hyper-V/VMware VMs, and Microsoft 365/Google Workspace accounts, to be safely backed up onto the DS423+ and quickly restored when needed.

Businesses can also set up and manage up to 40 cameras on the DS423+ with Surveillance Station, which makes it easy to encrypt, backup, and archive recordings, as well as record footage simultaneously to the cloud using optional C2 Surveillance from Synology. Surveillance Station is highly scalable and suitable for deployments of all sizes — from small business deployments with a few cameras to large-scale deployments with thousands of cameras between hundreds of locations.

DS423: Access Synology solutions to store, back up, and view data

With a maximum storage capacity of 72 terabytes, the DS423’s size and capacity makes it perfect for remote employees or small businesses looking to consolidate data on a centralized platform and gain access to feature-rich Synology applications.

“As a compact data storage solution, DS423 comes with everything users need,” said Michael Wang, Product Manager at Synology Inc. “From backing up data, managing files and other media, to setting up a surveillance system to protect premises, the DS423 comes with a host of power-packed features in a small unit.”

The DS423 comes with Synology Drive for reliable file management, sharing, and syncing via PCs, Macs, and mobile devices, allowing users to access their data anywhere. In addition, businesses with remote employees or those operating across multiple locations can leverage Synology Drive ShareSync to sync data between multiple Synology devices scattered across different locations, keeping everyone on the team aligned.

Businesses can connect up to 30 cameras to Surveillance Station, a powerful surveillance system that allows users to back up, encrypt, and archive footage from multiple servers via a built-in central management system. Footage can also simultaneously be stored to the cloud with Synology C2 Surveillance. Surveillance Station comes with support for ONVIF devices and over 8,300 validated IP cameras to make deployment as easy as possible.

Employers reap $40 in savings for every dollar invested in workplace adjustments to support staff with disability, according to a research review launched by the Australian Government’s disability employment hub, JobAccess, today.

Disability-inclusive businesses grow profits more than four times faster than their peers¹. Employees with disability stay on the job longer on average than those without disability. And staff with disability are safer in the workplace and have 34 per cent fewer accidents than other employees.

These statistics are part of a research review titled “The compelling case for disability employment in Australia – the unrivalled benefits of an underutilised labour market”, which was tabled by JobAccess General Manager Daniel Valiente-Riedl today.

“Despite a strong business case, there is an employment bias against people with disability. Managers and employers are often concerned that productivity benefits might not be enough to justify costs to the business. 

“But Australian and global research tell a completely different story,” Mr Valiente-Riedl said.

“Discrimination remains very real. Some employers aren’t hiring staff with disability because of attitudes and stereotypes that are simply incorrect.”

Australia’s disability employment gap of over 30% – largely unchanged since 2003 – puts it behind OECD economies, including Italy, Finland, France and Sweden².

The estimated economic benefits of employing people with disability would add over $50 billion to the GDP by 2050 if Australia moved up into the top eight OECD countries for the employment of staff with disability³.

Low unemployment rates and a fall in skilled migration have characterised the Australian labour market over the past 24 months. The most recent data says that one in three businesses face difficulty finding suitable staff, with large and medium-sized organisations more likely to be impacted⁴.

Employers are turning to untapped sections of the labour market, including people with disability, to bridge the skills gap. “This is not surprising given the positive impact disability engagement has on business growth and profitability,” adds Valiente-Riedl.

The research review released by JobAccess looks at myths and misconceptions about disability employment and examines the benefits of businesses that embrace disability inclusion.

Common misconceptions include that co-workers are not comfortable working with people with disability and that people with disability have trouble getting along with others on the job.

“This is simply not borne out by the research, and the evidence of improved loyalty and lower staff turnover shatters this myth.

“In today’s tight labour market, there is a competitive advantage in hiring people with disability. It also positively impacts workplace culture with diversity and inclusivity and builds a workforce that represents the diversity of communities in which businesses operate.”

JobAccess is the Australian Government’s disability employment hub. One of its many services is to provide advice and support to employers who want to tap into the wide talent pool of people with disability.

As part of this, expert allied health professionals advise on workplace adjustments which can increase productivity, accessibility and inclusion in a workplace. 

Awareness of workplace adjustments is low both among employers and people with disability, according to the findings. There is also a myth that workplace adjustments are difficult to organise and often expensive.

“Our internal research shows that half of the modifications cost less than $1,000 and that many adjustments can be made at no cost at all, like providing flexible work hours or locations,” Valiente-Riedl says.

“They are a powerful tool to build inclusive and accessible workplaces. Not all people with disability require adjustments to do their jobs, and in most cases, implementing such adjustments are often low-cost or incur no cost.”

Employers can access financial assistance to implement workplace adjustments to support employees with disability through JobAccess and the Australian Government’s Employment Assistance Fund (EAF).

Adopting long-term, sustainable measures to attract, employ and retain people with disability is vital to mitigate adverse talent risks. JobAccess’ employer engagement program – National Disability Recruitment Coordinator (NDRC) – partners with larger employers across Australia to improve their disability confidence through free, tailored 12-month partnerships.

Since 2010, the NDRC has worked with over 380 organisations, including public, private and not-for-profit entities, across a prolific breadth of industries.

“Instead of being guided by negative attitudes and perceptions, employers need to start seeing the opportunities that can come by employing people with disability. Increasing disability confidence and embedding inclusive employment practices is the starting point to build strong teams,” concludes Mr Valiente-Riedl.

In the current tight labour market, a low 3.5 per cent unemployment rate^[1] and high employee mobility – with data showing three in five Australians could switch jobs this year^[2] – many businesses expect to face challenges in attracting and retaining staff. New research from a leading travel management company has found clues to the perks Australians want that might retain talented staff – if the employer can afford it. The three entitlements that attracted the most interest by Australians were additional paid leave, a four-day working week, and international travel for work.

The findings were derived from a survey of an independent panel of 1,001 Australians, commissioned by Corporate Traveller, Australia’s leading travel management company for SMEs and a division of the Flight Centre Travel Group.

The survey respondents were presented with a list of 11 perks and were asked to select the top three they would most want their company to offer them this year. The entitlements appealed to the majority (86 per cent).

Corporate Traveller presented these 11 entitlements to 1,001 Australian respondents:

1. Travel, including international travel
2. ‘Working holidays,’ whereby I am permitted to work remotely at a holiday location
3. Gym membership
4. Additional paid leave days, such as birthday leave
5. Covering some or all of the costs of my work commute, including car allowance
6. A permanent hybrid or remote working arrangement
7. Company shares
8. Early finishes on a Friday or a four-day workweek
9. Charity programs whereby employees do volunteer work on paid working days
10. Access to company car
11. Company-paid meals and snacks at work

Employees want more time away from the workplace

It seems that workers are seeking more time away from work. Forty-one (41) per cent want additional paid leave days, 37 per cent would like to finish early on a Friday or work four days a week, and an equal 27 per cent would value travel (including international travel) or have their commuting costs covered.

Tom Walley, the Australian-based Global Managing Director at Corporate Traveller, says: “Our survey results show that Aussies may be seeking a better work-life balance through more leave, shorter weeks, and more travel.”

The four-day work week has gained steam in the last couple of years, with companies across countries such as Canada, the UK, Belgium, and Japan testing its viability. Microsoft in Japan, for instance, reported a 40 per cent increase in productivity, along with more efficient meetings and happier employees, after trialling the four-day work week.^[3] Closer to home, Unilever New Zealand reported increased engagement among employees, improved work-life balance, reduced stress and a 34 per cent drop in absenteeism, following their trial program.^[4]

Tom adds: “It’s encouraging to discover that travel is also highly valued by our survey respondents. Not only are 27 per cent keen to travel for their work, but 21 per cent are also interested in having access to working holiday opportunities in their job.

“Travelling for meetings and events offers numerous opportunities to connect with peers in the industry, make new contacts that are valuable to the business, and sourcing new-business leads. I’m a firm believer that face-to-face communication is essential for creating deeper connections with stakeholders and prospects. The variety that travel provides in an employee’s career also helps keep them motivated and engaged.

“If travel isn’t a key component of the organisation, employers could seek industry events and conferences or training programs – whereby staff can network, seek new business prospects and learn new skills, all of which can contribute to business success – as an effective tactic to retaining travel-hungry employees.”

Employers covering personal and work-related costs are less valued 

The desire for employees to have the cost of their commute covered by their workplace was also a high priority for 27 per cent of Corporate Traveller’s survey respondents.

Research shows that the average Australian spends around $112 per week commuting, equivalent to approximately $4,924 a year, including petrol costs, and while public transport costs can vary, employees can still be thousands of dollars out-of-pocket a year.^[5]

Nearly a quarter (23 per cent) of respondents would like to be offered company-paid meals and snacks at work, while one in five (19 per cent) would love a permanent hybrid or remote working arrangement.

A gym membership (chosen by 17 per cent), access to a company car (16 per cent), company shares (15 per cent), and charity programs allowing employees to do volunteer work on paid working days (six per cent) were less popular entitlements.

Most valued work perks by age groups

• A higher proportion of younger Australians are interested in additional paid leave, with 49 per cent of under-30s and 48 per cent of 31-50-year-olds choosing it as a valued perk
• 30 per cent of over-50s would like additional paid leave
• Travel came out as the second most sought-after perk for under-30s (at 40 per cent)
• 31-50-year-olds preference shorter workdays or work weeks
• This perk was the third top choice for under-30s, chosen by 38 per cent, and the second top choice for over-50s, chosen by 28 per cent
• 22 per cent of over-50s were attracted to having the costs of their work commute covered, a perk that was also identified as the third top choice for 30 per cent of 31-50-year-olds.

Tom adds: “Our survey results offer valuable insight into the benefits that employees desire the most and will be seeking out this year. Businesses could consider offering new perks to remain competitive and attract and retain valuable employees. In particular, conducting similar trials of a four-day work week, exploring travel opportunities, and offering valued leave entitlements could be key to onboarding good talent this year.”

The perks Australians want their company to offer this year

Consumers are expecting more from brands than ever before. Free shipping and discounts are no longer enough to secure customers long term – a brands values, commitment to eco-friendliness and loyalty reward programs are all key factors. The conscious consumer is here to stay, and brands need to ensure they are keeping this top of mind when they are developing marketing strategies.

Brands need values

Consumers are choosing to align with brands that reflect their own values. Nearly two-thirds (65 per cent) of Australians have shared that brand values will be a key purchase motivator in the next six months according to Criteo’s The Rise of Savvy Shoppers Study. Brands that have not clearly defined and actioned a set of values will be left behind.

It is important to be open about what your brand’s values are and share how you are putting them into practice. Create a page on your website that keeps your customers up to date on your mission and impact. Share photos of initiatives on your social channels and integrate brand values into all your messaging through marketing campaigns. This will increase awareness and draw in customers.

The environment is front of mind

Climate change and the environment are key concerns for consumers. It is important to note that over half (55 per cent) of Australian shoppers have revealed that they are searching for eco-friendliness from brands[1]. This is evident when we witness companies, such as The Iconic, introduce ‘Considered’ and ‘Pre-Loved’ shopping filters into their online shop search to allow consumers to source sustainable brands that are having a positive impact on the environment.

Beyond incorporating eco-friendly practices into the everyday running of the business, brands also need to highlight this approach, outcomes and progress towards goals through their marketing efforts. Giving consumers the choice to make more sustainable decisions when buying items or services is also an effective way to promote these practices.

Loyalty must be rewarded

Consumers have so much choice when it comes to making a purchase. They want to invest in brands that invest in them and reward them back – making them feel as though their purchase is more than a transaction. Loyalty programs are driving sales, with 69 per cent of Australians saying this is an important factor when considering a purchase in the next six months[2].  

Brands must make their customers feel listened to. You can do this through sharing relevant products the consumer is likely to purchase and creating personalised discounts on products still in the basket. Utilising a commerce media platform with machine learning or AI tools can help you create this experience for consumers, engaging them at every shoppable moment. If this is not possible on your own, there are a range of partners with expertise, like Criteo, that can manage and optimise your marketing strategies to bring this to life. Marketers have the opportunity to make a customer feel special and this is exactly how you will retain them.

Brands have the chance to build strong, long-term relationships with their customers by strengthening their efforts and communication about brand values, eco-friendliness and loyalty programs. It is important for brands to invest in these three areas and engage with consumers effectively in order to see a growing customer base and a rise in brand advocates into the future.

By Colin Barnard, Managing Director, Criteo, ANZ

 Nearly three quarters of Australian accountants have struggled to hire ‘good quality people’ over the last year (70 per cent) and just over half (57 per cent) say they would recommend young people to enter the industry, according to new research released today from online accounting software provider, Intuit QuickBooks.

Further, over one quarter (26 per cent) of accountants say they would discourage young people from pursuing a career in the profession at all.

But whilst 83 per cent of accountants believe negative perceptions of the profession are a challenge for attracting and retaining talent, it comes at a time of renewed optimism within the industry, with 60 per cent stating they expect their client list to grow over the next 12 months.  

According to Damien Greathead, Accountant & Advisor Lead at Intuit QuickBooks Australia, “The accountant and bookkeeper community has been stretched over the last few years, but their important work has enabled thousands of Australian small businesses to stay in business. We’re encouraged to see that despite the challenges, accountants believe it will be a year of growth ahead and are excited to partner with them in this.”

Combating the Challenges

According to seasoned Aussie accountants, when it comes to attracting good quality people and retaining talent, the top five most effective ways include offering opportunities to obtain qualifications at a reduced rate (34 per cent); having the latest technologies to support day-to-day work (31 per cent); flexible working conditions (31 per cent); opportunities to advance professionally (30 per cent); and offering competitive salaries that reflect changes to the cost of living (30 per cent).

Jimmy Nguyen, senior tax accountant at DKM Accounting said, “It’s pleasing to see how the accounting industry has adapted over the last few years and is now prioritising flexible work and technology adoption to enable us to work from anywhere at any time. This shift not only helps our clients by providing them with more accommodating access to us, but it has had a huge impact on our enjoyment and work-life balance.”

Investing in Tech to Grow

The survey revealed the top technologies that accounting/bookkeeping businesses are expected to invest in to help their businesses grow over the next twelve months, including artificial intelligence (39 per cent), cloud accounting software (36 per cent), blockchain (35 per cent), machine learning (34 per cent) and automation tools (33 per cent).

According to Greathead, investing in technology will be imperative to industry growth while helping advisors address some of the traditional ‘pen and paper’ challenges with the right tools.

“Nearly six in 10 (59 per cent) Aussie accountants and bookkeeprs see technology playing a major role in their growth and expansion for the next year. Tools like AI enable accounting advisors to move up the value chain by removing the grunt work of data entry or identifying anomalies, freeing up time to do valued work like ‘what if’ analysis for their clients,” Greathead said.

“By implementing tech such as AI, automation tools and cloud accounting software like QuickBooks, our accountant and bookkeeper community can win back meaningful time with their clients and focus more on business growth.”

Intuit QuickBooks helps small businesses manage their books, get paid fast, manage capital, and pay employees with confidence. To find out more, visit quickbooks.intuit.com/au.

Australia’s startup ecosystem is booming, but regional startups have been left behind without access to vital resources to help them grow and succeed. That’s why, the newly established angel network, Regional Angels, is stepping in to give regional entrepreneurs the boost they need to bring their ideas to market.

By providing access to capital, counsel and connections, Regional Angels is fuelling regional entrepreneurship via its thriving angel network, answering calls to support and empower regional startups to reach new heights. 

The Regional Angel Investor Network (RAIN), founded and facilitated by early stage business founder, chairperson and investor Sam Almaliki, is set to support the next generation of startups in regional areas across Australia. With a focus on establishing local chapters in Victoria, New South Wales, Queensland, Western Australia, South Australia, the Northern Territory and Tasmania, the network plans to host over 50 pitch events per annum, giving regional startups the chance to receive the funding they need to scale their businesses.

“Our mission is to further unlock the entrepreneurial potential of regional Australia to drive innovation, job and wealth creation,” says Sam Almaliki. “We believe in supporting economic growth in our regions by creating opportunities for startups to succeed, disrupt industries, create jobs and drive economic growth in their communities.” 

Regional Angels is committed to building and supporting the growth of a robust angel and early stage funding ecosystem across regional areas of Australia. Angel investment is a critical source of equity for startups and has been a fundamental first link in the venture supply chain for many successful high growth companies in Australia.

Regional Angels recognises the importance of increasing angel investment in early stage science, technology, innovation, and net zero initiatives. With access to early stage funding, mentorship and networking opportunities that focus on connecting and collaborating with like-minded entrepreneurs and investors in a supportive environment, Regional Angels is set to help regional startups reach new heights.

Regional Angels would like to invite entrepreneurs with bold ideas to apply to pitch their startup at https://regionalangels.com.au/apply-to-pitch/. Investors who share a passion for supporting regional startups can join Regional Angels as members at https://regionalangels.com.au/apply-to-join/. 

For more information on Regional Angels and how they’re empowering regional startups to reach new heights, please visit https://regionalangels.com.au.

Fresh off the back of its global announcements at 2023 Mobile World Congress (MWC), D-Link Australia has launched the DWM-3010 5G NR M2M Dual SIM Industrial Gateway, the latest in its range of 4G/5G network innovations, specifically designed for enterprises and SMBs to address critical IoT connectivity demands and to help drive new efficiencies in the current digital revolution known as Industry 4.0. 

Industry 4.0 demands large-scale deployment of sensors and monitors throughout smart factories, warehouses, transportation fleets, EV charging stations and other industrial settings. The DWM-3010 5G M2M Industrial Gateway facilitates private network deployments to ensure low latency for near-instantaneous M2M communications.

The DWM-3010 enjoys dual SIM slots as well as band support for all major 5G networks in both Australia and New Zealand, along with support for industry standard IoT/M2M field communication protocols such as Virtual COM, Modbus and MQTT. As such, the DWM-3010 M2M Industrial Gateway enables an extensive range of IoT devices to communicate efficiently with one another.

Boasting a robust and rugged design, the DWM-3010 is ideal for smart industrial applications and can withstand wide temperature ranges from as low as -30°C, ideal for use in cold storage facilities, and up to a sweltering 60°C, ideal for use in hot transportation, energy, mining or agricultural environments.

D-Link A/NZ MD, Graeme Reardon, said, “Industry digitalisation continues to advance at an exponential rate and businesses need to have the infrastructure in place to deliver real-time services via reliable wireless connectivity. With the DWM-3010, D-Link expands 5G to Industrial IoT by offering 5G private networks that provide ultra-high speeds with virtually unlimited capacity for high bandwidth and low-latency services.”

D-Link’s reliable and secure 5G fixed wireless access (FWA) is a competitive option against traditional fixed-line broadband services, which are often challenging to manage and expensive to deploy in many environments. 5G FWA also opens up new opportunities for mobile operators to deliver managed voice, video, data and IoT services. 

In addition to the new DWM-3010 5G NR M2M Gateway, D-Link offers a range of enterprise products allowing construction of bespoke solutions powered by robust 5G private networks, including Data Centre Switches, Surveillance Cameras and Access Points.

Reardon concluded, “With the DWM-3010 5G NR M2M Gateway, users can connect large numbers of devices with fast 5G network connectivity in harsh working environments, and with the industrial-grade feature set needed for efficient and robust communication between them in virtually any setting. Remote, centralised management of the DWM-3010 5G NR M2M Gateway is particularly easy when combining it with the D-Link Edge Cloud Solution, or D-ECS.”

The D-Link Edge Cloud Solution (D-ECS) has been developed for customers that have use cases and applications where connectivity status, GPS tracking and route history are critical to their business. D-ECS provides a complete managed cellular and wireless network management solution whereby 4G-LTE and 5G NR M2M network devices such as the new DWM-3010 5G NR M2M Gateway are controlled through the D-ECS Management Platform, accessible via a dedicated Web Portal. Monitoring and management tasks can be carried out through the platform for any device, site, or network anywhere in the world, with multi-tenancy enabled, and device scalability unlimited.

DWM-3010 5G NR M2M Dual SIM Industrial Gateway key features:

• 5G NR and Cat.16 LTE with up to 900Mbps

• Dual SIM and E-WAN with automatic failover

• RS-232 / RS-485 ports with TCP client and server

• Two digital I/O ports

• External cellular and Wi-Fi antennas

• Advanced VPN: IPsec, OpenVPN, L2TP, PPTP, GRE

• Remote management with D-ECS cloud solution

• High temperature tolerance and robust metal housing

Availability and Pricing

The new DWM-3010 5G NR M2M Dual SIM Industrial Gateway is available now from www.dlink.com.au (RRP AU$2,999.95) and from all D-Link authorised partners and resellers.

When it comes to creating more gender balanced experiences in the workplace, there is still work to do. While the latest Employee Experience (EX) Trends research from Qualtrics shows there are no significant gaps in the core employee experience metrics between men and women – such as engagement, intent to stay, inclusion, well-being, and meeting employee expectations – this does not tell the complete story.  

The differences arise when we look at experiences among intersectional cohorts of men and women in the workforce, and within certain engagements and interactions. For example: 

• While women have comparable levels of engagement with men (69% and 68% respectively), women are less likely to say their experiences are being met at work (56% compared to 60%), and have a lower intent to stay (53% compared to 60%) 
• Intent to stay among women in the workforce is lowest among women with a disability, women below management level, and women younger than 35 
• 40% of women believe their pay is linked to performance, compared to 49% of men 
• 55% of women say the benefits at work meet their needs, compared to 62% of men 
• Ensuring women feel supported through change, have access to learning & development opportunities, are empowered to make decisions, and provided with early onboarding experiences are the core EX offerings setting women up for success at work 

Findings from the Qualtrics study highlight the diverse gender experience gaps that exist – and are sometimes hidden – in workplaces across Australia and New Zealand, highlighting the critical need for employers to build more momentum with targeted action focused on identifying and closing them.  

5 ways to creating more gender balanced experiences at work  

Drawing on intersectional gender insights from Qualtrics’ 2023 Employee Experience Trends report, there are 5 key areas employers must prioritise to ensure workplaces are equitable for all: 

Review pay-for-performance practices, and design benefits for a hybrid world – Fewer than half of employees (44%) in Australia and New Zealand agree their pay is linked to performance, with men (49%) significantly more positive than women (40%). Simultaneously, there has been a significant drop year-on-year in the volume of women who say employee benefits meet their needs. With just half of Australian organisations conducting pay equity analysis, there is a clear need for more transparent and fair data-driven pay and performance practices to ensure pay is fairly distributed. 

Seek to understand the drivers of gendered outcomes in the workforce – As demonstrated by our findings, employers wanting to provide a consistent employee experience for their entire workforce need to understand the different drivers that exist among their employee base and take systemic action on them. For example, the Qualtrics research indicates that feeling supported through change, having access to learning & development opportunities, being empowered to make decisions, and early onboarding experiences are what set women up for success at work.   

Understand and improve the intersectional human experience – Linked to understanding the EX-drivers for women at work, there are experience gaps among different groups of women in the workforce too – whether that’s by age, ability, ethnicity, culture, job type, or level. Identifying and acting on the unique needs of different cohorts is critical. According to AHRI, only a quarter of Australian organisations currently measure the DEI profile of their organisation to assess the intersectionality between different groups or identities. 

To demonstrate this reality in Australia and New Zealand, the Qualtrics data shows that employees who identify as women with a disability have significantly lower wellbeing indicators than men with a disability. Looking at experiences of employees with a disability as a single cohort without the gender lens would result in missing these important insights. 

Build diverse leadership teams and an equitable opportunity for career development – As part of efforts to close the gender experience gap, it’s critical employers remain conscious about building diverse leadership teams reflecting the customers and employees they represent. In fact, this isn’t just good moral sense it makes good business sense too – McKinsey’s most recent Diversity wins report shows the most diverse companies outperform their peers by 36% in profitability.  

While one of the most pervasive drivers of EX for men and women is feeling as though their ‘career goals can be met’, the Qualtrics study shows men are more positive about the opportunities afforded to help them achieve this. As such, it’s important to continually find proven ways that enable women to achieve their goals. 

Go beyond the gender binary – While it is easy to limit discussions about gender equity to the experiences of men and women, gender is not binary and should always include the experiences of transgender, intersex and non-binary people. The insights from our global study (based on nearly 30,000 responses) show these employees have consistently poorer experiences at work, demonstrating the critical opportunity for employers to apply a focus on these groups. 

Improving the gender experience gap is bigger than pay 

When we talk about making the workplace a fair and equitable experience for all, our data reinforces the point that this is a larger discussion than simply pay. The pay gap is part of a much larger experience gap, and employers must be focused on resolving this in order to make sustainable and impactful progress. 

The workplace experiences people need to feel included, engaged, and want to stay with their organisations are largely the same for men and women. The difference exists in how positive the experiences are, with employees who identify as men being more likely to have these expectations met.  

If employers are serious about making positive change, employers need to understand why some groups of employees are experiencing things differently from others to help take immediate, tailored action to remove the friction points that exist. In many instances, this will improve the programs that already exist. 

Ensuring the workplace is an equitable place for all requires ongoing focus and commitment from employers, and when we are successful the benefits will be felt across every aspect of society. 

Written by Dr Cecelia Herbert, Principal Catalyst, Qualtrics XM Institute