Lost Talent.
With 50-50 ratio at entry level job for women and men, less 20% then at senior management and less then 10% in C-suite, Gender disparity self-evident.
It starts very early with girls not choosing STEM courses due to gender bias developed over period of time.
It continous to entry level jobs, with jobs and organisation typecasted as for men or for women.
Then pours over to promotions and to various forms for compensation which inflict women's progression and confidence.
And when women starts a family or starts to care (all unpaid work), a lot of organisation don't have friendly programs and policies for women to balance job and family. Organisation who do have policies like flexible career, flexible working often pays lips to true gender parity as women pay the price with not given good assignment or visible position.
Of course there are shinning examples of gender parity and support programs within workplace like at Mckinsey&Company, Unilever, SAP, EY but are too few while examples of gender disparity are far more common and are acceptable like that of recent of Uber.
Lower Performance.
An employee's engagement and performance is optimal when all his or her basic needs are met and employee is treated fairly and equally across board.
There are many factor which impacts performance and engagement of an employee but one's impacting specifically women are compensation disparity, bias against women with young families or care jobs they do like looking after aging parents and glass cieling they face when getting into senior management.
Factors like these disengages women from reaching their potential or even taking up assignment which could help them progress.
Impact is not just on women not realizing their potential but on over all culture of organisation. A lot of recent studies have proved direct relation between performance of an organisation for all KPI's to diversity (against male only senior management teams).
One dimensional Culture.
Male dominated organisational culture since beginning of industrial revolution has given one dimentional culture which does not aspect diversity easily at workplace.
Long dominated by men, the business world still retains a bias towards the leadership style more commonly possessed by men. In that traditional male culture, senior men are more likely to appoint or promote those with a style similar to their own.
Other workplace traditions also create barriers for women. Gender stereotypes persist, of course. The fact that both men and women have biases—intentional and unintentional—is well established, and preconceived.
Missing female role models due to various factor as glass ceiling for women to rise within organisation, unsupportive workplace policies for women with families, gender biases, typecasting of roles for women has had adverse effect on women and society as a whole.
Lost Economic Value.
Cost in terms of lost talent, Unengaged workforce, Economic value, Social affect and value diversity adds in organisational culture and innovation.
One of key impact of gender disparity's among at workplace lead to unengaged workforce.
Disengaged employees are estimated to cost the U.S. between $450 billion to $550 billion, according to a Gallup poll.
Also according to gallup, in the U.K., 17% of employees are engaged, or emotionally invested in and focused on creating value for their organizations every day. By contrast, 57% are not engaged, and 26% are actively disengaged, or emotionally disconnected from their workplaces and less likely to be productive.
Lost Social Value.
Stereotyping at workplace and in society leads to marginalised and discriminated women workforce.
Gender parity's social cost and impact is phenomenal, considering women play an important role in caring of two generations, her parents and her children. So her confidence, success and happiness impact both of those generations and hence society in big manner.
IMF estimates that 853m women worldwide have the potential to contribute more to their economies, and 812m of these live in developing countries.