Survey results: Women employees in Cayman ‘valued less than men’

A newly released survey by Gender Equality Cayman has found persistent gender disparities in the Cayman Islands workforce, as well as notable challenges for Caymanians compared to work-permit holders.

Women who were surveyed were more likely to report sexual harassment and discrimination in the workplace, while men were more likely to report receiving promotions and feeling greater confidence in seeking pay raises. A report of the survey concluded from these results, “Women are valued less and receive less recognition in their workplace roles compared to men.”

Meanwhile, both Caymanian and women respondents were more likely to report lower salaries and were less likely to enjoy flexible working arrangements.

The survey, conducted at the end of 2023, comprised 841 respondents, all of whom were living and working in the Cayman Islands. Almost all respondents, 97%, were currently working and 70% had been in Cayman for more than five years. Caymanians represented the largest group of respondents at 40%, followed by work-permit holders at 34%, Cayman status holders at 11%, and permanent residents at 10%.

Women made up the majority of respondents at 72%, compared to men at 26%, with the remaining 2% identifying as non-binary or preferring not to answer.

“The relatively high percentage of women respondents is likely due to the greater impact of gender inequality issues on women,” the survey report said, noting that the results potentially lean towards the viewpoint of women in the workplace.

The survey revealed a continuing gender divide at the highest levels of company leadership, with a 7% gap in favour of men holding director, C-suite (high-ranking executives) or partner-level positions. There were also 9% more women in administrator positions and 7% more women in assistant positions.

“The disparity observed at directorial and C-suite/partner levels highlights the ‘glass ceiling’ that still exists in many sectors, preventing women from reaching the highest levels of leadership. The 7% gap at this senior level suggests ongoing systemic barriers that hinder women’s career progression into top executive roles,” the survey report said.

Two-thirds of respondents indicated the most senior person in their organisation was a man.

“This suggests a stagnation in efforts to elevate women into top leadership roles, as the percentage of women in these positions has also remained unchanged at 32% since the previous survey iteration,” the report said.

Pay disparity

Both women and Caymanian respondents were more likely to fall in a lower income range, while men and work-permit holders were more likely to be in a higher range.

The survey found, “There is both a pay disparity in terms of gender as well as a bias towards paying a premium for non-local knowledge, skills and expertise.”

Work-permit holders were 7% more likely to earn at least $250,000, while Caymanians were 12% more likely to earn between $30,000 and $50,000. Similarly, 6% more men than women earned between $150,000 and $250,000, while 8% more women than men earned between $30,000 and $50,000.

“Work Permit holders often report better experiences regarding promotions and workplace inclusion compared to local Caymanians,” the report said.

“This difference suggests that international employees might benefit from more structured corporate standards, potentially reflecting broader global practices that emphasise diversity and inclusion more strongly.” 

Workplace equity programmes

Regarding equity, diversity and inclusion (EDI) policies, men were 17% more likely than women to believe such policies were promoted in their organisations.

Caymanians (25%) were also more likely to say their organisation did not promote EDI or were unsure (38%) about such efforts existing.

This disparity could be due to the types of jobs held by foreign workers.

“Expatriates are … more likely to work for larger companies where the scale and scope of operations necessitate a more formalised approach to EDI. This might explain why expatriates report a more definite presence of EDI responsibilities and initiatives within their respective organisations,” the report said.

Women responded more positively about the impact of EDI programmes, with more men strongly disagreeing with the prompts that organisations promoting EDI attract better talent, are more innovative and are more profitable.

Sexual harassment

More men (66%) than women (57%) also believed their company had a sexual harassment policy in place.

“This disparity in perception between genders underscores the need for clearer communication and more effective implementation of these policies to ensure that all employees are equally informed and confident in their organisation’s commitment to addressing sexual harassment,” the survey report said.

The percentage of respondents who had witnessed gender discrimination dropped from 45% in the 2021 survey to 38% in the most recent survey. There was a large gap, however, between women and men who had witnessed gender discrimination or had experienced it. 

Among women, 46% said they had witnessed such discrimination, compared to 17% of men. Nearly a third or women (29%) reported they had experienced workplace discrimination due to gender, compared to 14% of men. 

While a lower percentage of men in the 2023 survey (17%) said they had witnessed workplace gender discrimination than in the 2021 survey (28%), more men said they had experienced it, rising from 8% to 14%.

Women (15%) and Caymanians (31%) were also more likely than their counterparts to be aware of the proposed Sexual Harassment Bill. Overall, 66.1% of respondents were aware of the bill.

“Given the delays in passing the Bill, it is crucial for employers to proactively implement their own sexual harassment policies based on the proposed definitions and suggestions in the Bill and ensure that all employees are adequately educated on these policies,” the report said.

Favourable work arrangements

Men (71%) were more likely than women (62%) to indicate that they had flexible working arrangements in place. Caymanians (57%) were also less likely than work-permit holders (70%) to enjoy such arrangements.

There was a 9% decrease overall of respondents (down to 64%) who said they had flexible working arrangements compared to the 2021 survey, indicating a shift to return-to-office policies since the pandemic.

“When asked what would be the benefit that would make the most positive impact on the way they work, the clear winner was flexible work arrangements, voted for by a third (30%) of respondents,” the survey report said.

“This was followed by longer paid maternity leave (13%). When comparing benefit preference by gender identity, we find that women valued flexible working more than men, by an 8% difference.”

The topic of parental leave was one of the most critical issues identified by respondents, with standard maternity leave often limited to one month.

The survey conclusions recommended extending “the legal minimum requirements for maternity and paternity leave to better support working parents, encourage shared parenting responsibilities, and reduce the professional setbacks women often face due to maternity leave”.

The conclusions also recommended enhanced legal frameworks for pay transparency and equity, such as requiring companies to publish annual reports detailing gender pay gaps, and promoting greater enforcement of equity, diversity and inclusion initiatives to build more inclusive companies.