How organisations can promote female hiring

HOW ORGANISATIONS CAN PROMOTE FEMALE HIRING

Few weeks back we talked about Why top tech companies are at the bottom when it comes to female hiring. There is no magic business formula which can shrink the gender gap in any organisation. It is only some small and crucial steps that can change the way we can recruit, hire and retain female talent.

1. Diversification Works Recent studies have shown that companies’ bottom lines are benefited when they actively recruit and develop women. Organisations that strive to include women are able to attract and retain talent, enhance organizational performance, reduce turnover costs and build a robust leadership pipeline.

2. No Bias in Male to Female Pays It needs no research to say that most of the women across the world are paid less when compared to men for the similar work done. Equal pay for equal work is one of the major factors for attracting, hiring and retaining women employees. Salary should depend on the job description and not the gender in position.

3. Favor flexibility for Women Female employees are particular about workplace flexibility as they have more pressure to balance home as well as office. Organisations need to adapt with this change in work style and make workplace a family like place for female employees. Offering flexibility in the workplace can increase women’s interest in the job and increase their chances to stay onboard for longer time.

4. Bring Females in Senior Positions In most cases, having male employees in senior positions have created hinderance in the selection of female employees in the team. Cases of opportunity discrimination and female harassment are also registered. Having

female leadership can help in increasing trust among female talent towards organisations. According to recent SEBI guidelines it is now mandatory to have a female director in listed companies.

5. Paid Parental Leaves Offering paid parental leave for both men and women is significant to both retaining and attracting female talent.

Having equal family benefits and leave policy are critical for women employees. Though there is a cultural shift, but women are still responsible for child care and household duties.

6. Target Women directly If companies have to find female employees, then they have to advertise where they can find more women. There are forums, communities and dedicated websites (like – SHEROES) that cater directly to professional women.

Posting recruiting ads with direct communication to hire female employees only (or also) increases the chances of receiving more profiles.

7. Build right Training Programs Building a more diverse workforce cannot happen overnight. Organisations have to focus on employer branding that favors a culture of growth and development of female employees. Implement female focused training programs which not only enhances their on-job skills but also encourages them to achieve work-life balance. Give women employees chance to explore the opportunities available in the organisations and decide where they fit better.

It is now the role of Senior HR Leaders to take the command and work towards decreasing the gap between male to female hiring numbers. We at Applicant Tracking System always rely on the fact that an organisation can run with equilibrium of both the genders.