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Added: Tiawana Chapell - Date: 15.02.2022 23:13 - Views: 45500 - Clicks: 7459

Many leaders care about gender diversity. And there has been some progress in getting more women into all levels of organizations but they remain underrepresented. The data revealed several recruiting strategies that can help companies bring in more women today, such as making job posting more inclusive, and attract more female candidates in the future, such as expanding your early-in-career talent funnel to focus on recruiting from a broader set of schools and organizations.

Many leaders care about gender diversity — at least they say they do. While female representation in the C-suite is on the rise, only one in five executives in the C-suite is a woman today, and women remain underrepresented at all levels. To explore this disconnect between the good intentions of leaders and true progress on closing the gender gap, LinkedIn undertook several studies around gender and work over the past year.

The data has given us insights into recruiting strategies that can help leaders bring in more women today and set their companies up for success in attracting female candidates in the future. Once in the pipeline, women are more likely to get hired.

The challenge is getting them there. If women apply for jobs at a lower rate, but tend to be the right candidates, why are they more selective about the jobs they apply to, and how can companies more effectively reach them? Evidence compiled by journalists Katty Kay and Claire Shipman for an article in The Atlantic found that men generally overestimate their abilities and performance, while women underestimate both.

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Knowing this difference in job search behavior, companies can make some immediate changes to their recruitment model. Make job postings more inclusive.

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Focus job descriptions on the expectations of the role. Disclosure: Cisco, Atlassian, Textio, and the other companies mentioned in this article are customers of LinkedIn. Share stories of women who are succeeding across all levels of your organization. Post salary ranges for positions.

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Our Language Matters Report also found that jobs that promoted flexible work, working from home, and additional medical benefits were the most popular among women. Building a gender-diverse recruiting strategy for the future requires purposeful intent. In the past, companies typically set diversity goals either based on bottom-up incremental improvement against the current state or based on a top-down aspirational target. Both of these approaches fall short. Using internal workforce data and external benchmarks, understand your current gender mix organizationally — by department, job function, and seniority level.

There are other initiatives that help in the long term. Another long-term approach is to expand your early-in-career talent funnel.

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These changes matter and can have a ripple effect throughout your entire organization. For example, if women and men were promoted and hired to their first manager role at the same rate, 1 million more women would the management ranks in corporate America during the next five years, not only narrowing the gender gap, but ificantly increasing net margins.

Through intentional career development at the managerial level, the road to advancement for women becomes more clear and accessible. None of these initiatives will solve the problem overnight — progress towards gender parity can be slow. However, when combined with open dialogue and a commitment to change, implementing these initiatives can help business leaders craft a more deliberate recruitment strategy that better aligns with the behavior of both men and women.

You have 1 free article s left this month. You are reading your last free article for this month. Subscribe for unlimited access. Based on several studies at LinkedIn.

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on Gender or related topic Hiring and recruitment. Partner Center.

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Women in the Workplace: Why Women Make Great Leaders & How to Retain Them