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Gender Parity

There are numerous steps that you can take to promote gender parity and the participation of women in nuclear security. While no single approach is appropriate in all situations, many organisations have developed proven practices to promote diversity in the workplace. In our international best practice guides, we outline demonstrated techniques for organisations working to improve their gender parity.

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Engaging Female Subject Matter Experts

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Organisational Culture

"Men, too, look for opportunities with paternity/family leave. If they do not account for such expectations in their hiring practices, organisations can lose out on the best male candidates as well.” – Roundtable participant comment

Work-life balance is one of the most significant barriers to women’s progress. When there is a lack of clarity around the standards, decisions are more likely to be made in ways that disadvantage women. To reduce the chance of bias, it is important to develop clear, written policies.

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Equal Pay

Equal Pay

"There is an expectation that men and women should be equal, but a pay gap still exists. Even though I am senior, this makes it hard to stay motivated, and it has had an impact on my morale and work.” – Roundtable participant comment

Several proven, evidence-based techniques can help employers to work towards closing the gender pay gap.

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Sexual Harrassment

“In my case, women did not feel safe to come forward with harassment complaints and were fearful they could jeopardise their jobs by doing so. Without clear and protective policies in place, we can think we are creating a positive environment, but unknowingly limit women’s ability to speak their truth.” - Roundtable participant comment

Sexual harassment is toxic and silences women, forcing them to accept a negative work environment as the norm.

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Explore in Depth

9 SEPTEMBER 2020

Gender and Nuclear Security: Challenges and Opportunities

This special report, which is funded by the Government of Canada, examines the challenges and opportunities organisations face when seeking to achieve a more diverse and inclusive nuclear security sector. This report emphasises that gender parity is important and that a diverse and inclusive workforce makes sense economically, socially and structurally. It also presumes there is broad agreement that a diverse and inclusive workforce is better for everyone. The report presents several key insights into the challenges and opportunities for achieving gender parity within the nuclear security sector and concludes with specific steps organisations can take to achieve this goal. We hope you find its insights both informative and thought provoking, and that it leads to action.

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