MEN traditionally have a habit of putting their own needs first when it comes to pay and prospects. So what can be done to turn the fluffy good intentions about diversity and work-life balance outlined in the corporate spiel into action in the workplace?

1. Sort out recruitment. Sexism starts before day one in many organisations, where white men have a tendency to appoint other white men. Enterprise Rent-a-Car ensures that women are involved in all stages of job applications by females. “We are in the automobile industry where a lot of attention is geared towards men,” Donna Miller, the European HR director, says.

2. Give instant rewards. Good employees shouldn’t have to wait 25 years for a painting of a Spitfire. KPMG has introduced a “menu of recognition” for its secretarial and administration departments, which are comprised of 78 per cent female staff, that offers instant rewards such as £50 or half a day off for good work.

3. Help with childcare. High childcare costs are a huge problem for parents, especially single mothers. The Driving Standards Agency allows its employees to claim back childcare costs and also offers flexible working hours from 7.30am to 7.30pm so that parents can make better childcare arrangements.

4. Show you’re serious about promotion. BDO Stoy Hayward started a women-only leadership programme in May to reduce the disproportionately high level of men in senior positions. “The programme encourages (women) to stick to their own values rather than feel that they have to act in a particular way,” says Sylvia Ross, the head of cultural development, says.

5. Set up women’s groups. Sheffield University has a women’s network that keeps gender on the agenda. The network, which is open to all female staff, is organising a symposium in 2007 that will look at the under-representation of women in science, engineering, technology and medicine in academia.

6. Reward all levels. Perks and incentives are often geared towards high-flyers. KPMG’s Encore! scheme allows everyone, including part-time staff, to nominate people for outstanding achievement awards. The latest monthly figures show that 44 of the 75 awards went to women.

7. Feminise the perks. Not everyone wants to win tickets to Old Trafford as a reward for coming up with good ideas. Royal Mail’s Watch & Win incentive scheme rewards employees whose ideas bring in extra business by giving prizes such as body pampering. The company has also established a three-month springboard programme of personal development for 1,000 women.

8. Provide proper career structures. How many dreams have been dashed in the typing room because nobody believed typists could do more than type? BDO Stoy Hayward has introduced career structure and development paths for support staff, including secretaries, PAs and administrative staff, who remain mostly female. It entitles them to mentoring, training courses and the chance to work in other departments. “It’s so they don’t come in and think they have to be a secretary for the next 25 years,” Ross says.

9. Nail the gender pay gap. Perks and schemes are all very well but nothing, not even Brad Pitt or David Beckham agreeing to work topless in the canteen, will please women more than the knowledge that they earn as much as their male counterparts.

10. Introduce pay audits. So how do you achieve pay parity? The national framework agreement that requires all universities to move to a single grading structure, which means equal pay for jobs of equal value, regardless of gender, is a progressive model.

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