In their choice of a potential employer, women will often apply different criteria than men. At the same time, organizations are still likely to resist a more systematic approach to the promotion of female talent. This resistance tends to be driven by a lack of background knowledge and the perception that this promotion constitutes an unfair preference of one gender.
How can employers enhance their attractiveness to women?
A key requirement is a clear understanding of the expectations of women of different professional backgrounds: What is the motivation to apply? What are women expecting from a potential employer?
It should also be explored to what extent„ typically male“ attributes unconsciously receive preference in the recruiting process and how this can be avoided.
Unconscious bias of HR managers, interviewers and other decision makers can be explored and corrected in specific trainings like „Unconscious bias“-workshops. A better understanding of the greater context will help to reduce reservations against special recruiting formats for women.
What are key success factors?
- Recruiting more women should be understood as a strategic, business driven focus. This will facilitate approval of necessary investments and pave the way for pilot projects.
- It is imperative that the recruiting process is adjusted to incorporate the specific expectations of women.
Tips for smaller organizations
- There should be a clear awareness of the share of female and male employees among newly hireds and the employee population overall; this relationship should be monitored on a regular basis.
- Industry organizations usually offer well-crafted job descriptions that avoid female or male stereotyping.