Recruiting and empowering women in the workplace: 5 things to think about

Gender bias still exists today – and for many businesses, so does the gender wage gap. There is no quick-fix solution to structural problems like biases toward gender, race or sexuality – but businesses trying to counter the effects of gender bias and diversify their workforce.

As employers you have the power to make female workers feel welcomed, included, and supported in your business. To achieve gender inclusivity in the workplace, it’s important to identify what you can do to interrupt unconscious bias and improve hiring practices so that you can achieve gender inclusivity in the workplace.

From gender inclusive hiring practices to mentorship, we explore a few different ways to create a foundation for women to thrive in business and handy tips on how to empower women in the workplace for long-term growth.

Why is empowering women in the workplace important?

Every person, regardless of their gender, race, sexuality, religion or age, should have equal opportunity and fair pay. There are lots of ways that well meaning companies still perpetuate bias and discrimination, and there are specific things that also put women at a disadvantage.

Gender diversity is only one part of creating a diverse and inclusive workplace, we have lots more advice about improving equality, diversity and inclusion overall. 

1. Use gender-neutral language in job ads

The choice of language used in your job posting can discourage candidates from even applying.

Companies that replace gendered language in their job ads with gender neutral wording see an increase in the number of female candidates applying to positions, increasing and diversifying the talent pools they attract. A Hewlett Packatt internal report found that “men apply for a job when they meet only 60% of the qualifications, but women apply only if they meet 100% of them”.

2. Encourage diversity on your board

As employers, you’re likely trying to be as objective as possible when making important decisions in recruitment. However, we’re all subject to unconscious bias and sometimes this influences our hiring decisions at work. Unconscious bias includes influences such as our background, experiences and environmental conditions – and these can all play a part in shaping our choices, whether we realise it or not. 

As human beings, we all suffer from confirmation bias. We’re most likely to feel comfortable and confident with candidates who are most like ourselves – either in age, style, or gender. Women face ageist attitudes both in the hiring process and in the workplace. Research shows younger women face biases around their attractiveness, which undermines their credibility and seniority, and older women (40-60 years of age) face biases around family responsibility, “ageing well” and menopause.

Read more about how ageism affects us all:
Ageism impacts us all – but not equally

Having diversity on your board often helps to encourage new ideas, innovative solutions, and new visions for the company while increasing female representation in Technology sectors.

3. Fix the leaky pipeline

In order to fix the female leaky pipeline, it’s important that you find ways on how to recruit more women across all career levels in your business. A great way is to eliminate a quota mindset and to instead set targets for female retention in the workplace, promotions, and leadership developments. We recommend regularly checking in with your management team to review progress levels.

In addition, having women in leadership positions in your organisation will help to motivate and inspire other female employees to stay with your business, and to develop with you.

4. Offer flexible working

Accommodating the needs of mothers is a great way to empower women in the workplace. This study shows women make up the majority of part-time employment at 38%, compared to that of men at 13%, as caring and parenting responsibilities often fall to them. According to this report co-authored by sociologist Sarah Jane Glynn and child-care-policy expert Katie Hamm, working mothers’ working labour is the reason for “virtually all of the economic gains experienced by the typical middle-class family since 1970.” It’s vital working parents are supported – and in a competitive job market, parents of all genders are likely to move to roles that can support their care needs McKinsey research shows.

By providing flexible work schedules, companies are more likely to retain highly skilled women as it increases employee morale, engagement, productivity, and commitment. When women stay in their roles, they’ll be able to grow in their positions and be strong contributors to the company.

5. Encourage a supportive office environment

It’s important to encourage a supportive and positive office environment for all employees. This doesn’t mean beer taps and beanbags! Encourage strong policies such as parental leave or ways to encourage open communication and transparency in the workplace.

A great place to start is forums or focus groups for your employees so that they can connect with other like-minded people in a safe space, and feel confident voicing their needs and potential solutions to leaders and HR.

Salt is committed to diversity and inclusion. Our expert consultants can help you build a team that delivers results now and in the future. We can help you find the right talent for your needs.