Finding a job is much tougher for a woman than it is for a man. Why is that so? Even though we have moved far ahead of the conservative beliefs of our fathers and forefathers, we still haven’t brought equality around. Women are still facing a difficult time when looking for jobs.
Where the chance for a man to grab a job opportunity is more than 75%, for a woman it is a mere 50%. We still see majority of employees being men in almost every industry. But, it has been well researched that companies with diverse teams are on an average more profitable. So, when you want to see profitable results for your company, make sure to follow these two fundamental rules. Writing an appropriate job post Beginning a candidate search often always begins with writing a job post. Within your job post, you’re mentioning all the important traits you’re looking for. This is where you either include every talented person, or you keep bias. The words put into the job post itself decide on what you’re focusing on. The language you use becomes
important, affecting whether a candidate feels welcome or unwanted. The goal of your job post should be to encourage every qualified candidate to approach, without discouraging anyone. For instance, words like dominant and competitive are more manly, and words like supportive and compassionate are more feminine. So, even though you may not do so on purpose, you must be very careful about using some particular words in your job description. What you should do First and foremost, you must eliminate words like competent, confident, adventurous, dominant, and all such gendered words. Next, you must invite every kind of individual to approach you, which include men, women, minorities, people from all backgrounds, and people with disabilities. Using a common structured interview process It is natural for interviewers to just look at a person’s name, city, or religion, and make a biased image about him or her. Subconsciously or not, interviewers have been seen to discriminate based on candidates’ names, race, gender, and religion, when screening resumes. Doing so only eliminates your chances of getting some of the best candidates. It isn’t necessary that a person is bad or not worth it only because he is of a particular race, caste, religion, or background. Every individual has his own capabilities and skills, which shouldn’t be ignored. What you should do You must ensure to use structured interviews for each candidate, asking the same standard questions, and making them applicable if their skills and credentials are apt for the job. One of the best ways to reduce biased decisions is by eliminating candidates’ names and other related identifying information before being interviewed. People of dark colour, women, and lower castes have seen to be leaving their jobs or industries altogether much sooner than the rest. When asked, they share their experiences of discrimination, isolation, and stalling. We can see how bias remains to be a consistent factor. Bias is thus a poisonous venom, which you should eliminate as an employer, if you want to build a successful team. WalkWater Talent Advisors can prove to be your perfect partner here. As an organization, WalkWater firmly believes that the adoption of diversity in the workplace can bring results like none other. They help clients consider the kinds of
diverse talent that can add to the business culture, while mapping diverse talent and building a pipeline of diversity leaders across levels and functions. This way, companies have brought a proactive approach to their diversity and inclusion strategies, reaping fruitful results, and confirming that WalkWater Talent Advisors is one of the best recruitment companies in India!