8 quick fixes to attract female talent to your organisation
Companies bleat that they can't attract female talent
Here are 8 quick fixes to attract female talent to your organisation
#1 Understand how women approach job search
Most recruiters and executive search specialists think men and women have the same approach to their careers, and job search in particular. They need to revisit that idea. They don't. You need a different strategy.
Research suggests that women tend to explore internal opportunities before external ones, which means they need a high-touch approach to be brought into any external hiring process. Some executive search specialists have said it takes as many as 8 calls to convince a woman to put themselves forward as a potential candidate. We have definitely not found that, but they are certainly more cautious. Women prefer feedback from network connections and are less likely than men to use job boards. This makes them more difficult to reach. It's important to build trust in all interactions.
#2 Be clear about benefits
Work life benefits are important to everyone, so it's best to advertise any benefits around flex and remote working at the beginning of the process. Many women feel worried about asking and fear they might be penalised if they do. They are right to do so. They usually are. Offer a clear policy on flexible working. No one wants to spend hours a day sitting in traffic or feel guilty if they have to leave early. Also talk openly about parenting leave so that women who maybe planning a family feel that they can maintain their career without penalty and with support. Whatever you do, don't ask illegal interview questions.
# 3 publically champion gender balance
Women leave and are not attracted to toxic cultures. Joining a gender balanced and diverse organisation will be a key part of your employer branding. Check your policies of inclusion. Make sure your key meetings are held in core hours and your events and other functions are not male coded. Women notice the decor in the breakout room and the pictures of the all male board on the reception walls. Make sure all of this is visible on your website.
#4 Be transparent on pay
As information on the gender pay gap becomes more widespread making sure that they are compensated fairly and equitably is highly important to women. Make any steps you are taking to ensure parity visible and in the public domain. The #TimesUp movement has put gender pay top of mind for most women and if a business wants to attract female talent then proven action in this area is critical.
#5 Share your career opportunity policies
Women consistently report being shut out of "old boys" networks and thereby missing out on key networking opportunities. Make mentoring and sponsorship programs available so that women have the same opportunities for promotion as men.
#7 Showcase your wins
Highlight your success stories in the public domain via social media and web site. Women will research you.
#8 Have role models and advocates
Women can't be what they can't see and hear. So they need female role models to be highly visible. Make sure your male allies and managers have had unconscious bias training so that they can lead inclusive teams with greater respect and empathy.
If you want to to fix your female talent pipeline contact 3Plus NOW
Found that interesting?
Learn more about our services
Make your dreams a reality with a professional evaluation of your career to date.
The evidence is in. More women in your company can deliver 35% greater financial returns. (Catalyst)
Dates for the Diary
September 17th Latham Watkins Brussels 1200
In-house corporate event
Inclusive Leadership Workshop
September 20th EIGE Vilnius 0900
How to combat sexism in the workplace
Peer review of EU booklet authored by Dorothy Dalton
September 30th BD Foundation Webinar with Dorothy Dalton (online)
Topic: Leading with Emotional Intelligence
October 3rd JUMP Hub Brussels
Gender equality: how to build an attractive employer brand without falling into the trap of “gender washing”
Infrabel, rue de France, 9, 1070 Brusells
Open registration : http://jump.eu.com/hub-sessions/gender-equality-build-attractive-employer-brand-without-falling-trap-gender-washing/
October 15th NEHRA Event at AXA Brussels
Best Diversity and Inclusion Practices
October 22nd and 23rd Unleash Conference Paris
Open registration: https://unleashgroup.io
Download and listen free podcasts
How to Create an Effective USP What is a USP? Our Unique Selling Point or UVP (Unique Value Proposition) is our key core message about where...read more
How to Rethink the Modern Workplace for Gender Equality New research shows that diversity and inclusion is a top priority for leaders. So why...read more
Menopause in the workplace In this podcast with Nicki Williams award winning author, keynote speaker and Founder of Happy Hormones for Life,...read more
How to Cultivate Empathy in the Workplace Nancy Milton, international business communications expert, keynote speaker and author, share some vital...read more
Taking Care of your COW Tanvi Guatam, international Personal Branding expert says there is a misconception out there that a personal brand is...read more
The importance of Hard Talk Dawn Metcalfe, author of Managing the Matrix and Hard Talk, shares with us tips to achieve the lasting communication...read more
When Does Female Rivalry Turn into Sabotage There’s a lot of stuff written on social media about female rivalry and competition between women. Some...read more
Goal setting tips to boost your career The happiest people are those that really love their jobs. Those that don’t, dread Sunday nights and...read more
Sexism: How to stage a Bystander Intervention in the Workplace In this power coaching podcast, we're going to tackle one of the questions...read more
How to Get Noticed by Head Hunters & Recruiters In this power coaching podcast, we're going to tackle one of the questions asked multiple...read more
Men opting out of mentoring women suggests that it is women who are at fault, rather than mens behaviours. This is a leadership failure that needs to be addressed.read more
The age-old debate around gender quotas still prickles feathers today, but have they gone too far? Or should we be stricter in implementing them?read more
Conscious inclusion means not just creating initiatives, but creating a culture where people can speak out and raise awareness of unacceptable behaviour.read more