Today, a majority of the leaders at large corporate organizations are showing a massive interest in all things diversity and inclusion, at least that’s what they are saying in their interviews and speeches at various events. Moreover, research by LinkedIn stated that 78 percent of talent professionals reveal that diversity is a top priority in terms of hiring and gender diversity still remains the number one issue they are tackling in their respective workplaces. However, there still is quite a disconnect between the diversity dreams of leaders and actual results when it comes to the gender gap. Further studies by LinkedIn sheds more light on the matter.
Job listings should be made more inclusive, removing male-centric adjectives
Words like “ninja” and “rockstar” can really alienate women who are looking for jobs and hence, it is vital that companies use words that are more straightforward so that anyone, regardless of their gender will be able to look after jobs. Harvard Business Review reported ‘Companies like Cisco and Atlassian use an app called Textio Hire that uses data science to highlight problematic words or phrases in job descriptions and suggest language that will attract more diverse applicants.’
Get more women in the pipeline so there’s a higher chance of them getting hired
In HBR’s Gender Insights Report which was released in 2019, it was revealed that both men and women view the same number of jobs, however, women are less likely to apply for a job after looking at a listing, but they are more likely to be hired for the job when they apply for it, about 16% more likely. Another study by journalists Katty Kay and Claire Shipman in an article for The Atlantic found that a majority of men overestimate their abilities while women have a tendency to underestimate their abilities. Known better as the confidence gap, women candidates are in a way removing themselves from the potential pool by just not applying for jobs. ‘Women usually feel they need to meet all of a job’s criteria, while men typically apply if they meet only 60% of the requirements. Knowing this difference in job search behavior, companies can make some immediate changes to their recruitment model.’
Share stories of successful women across all levels of the company
There nothing like showing the culture of a company by showcasing successful men and women and this is vital when it comes to hiring because this is exactly the sort of thing potential employees are looking for. They want someone to look up whether they are male or female and a company that celebrates both men and women and their career is definitely something to watch out for.
Image credit: LinkedIn Business