6 Strategies to Recruit More Women in the Workplace

The modern-day workforce is nothing short of fascinating. Gone are the days when companies were entirely composed of males. Progress has been made in diversifying the workforce in terms of gender, age, and race, although there is still more work to be done. For women, this sentiment is especially true.

It is so incredibly vital for businesses to reach out to more women in their recruitment processes. Female employees bring a unique perspective to the workplace, introducing new ideas that can improve the company significantly. By fine-tuning your hiring practices, you can bring more women into the company and add distinctive voices to your workforce.

If you are trying to recruit more women in the workplace, keep in mind the following strategies:

1. Avoid Stereotypes 

As a senior within a particular company, the last thing you want to do is to employ stereotypical methods in recruiting women. Creating a job posting that includes benefits such as in-office manicures and pedicures can come across as gendered. These perks are useful, but they are not what will drive women to work at your business. Think outside of the box here!

To ensure your recruitment protocols follow professional standards, you should consult with hiring agencies for assistance. These agencies have years of experience in establishing the proper guidelines for recruiting more women in the workplace. They can help your company appeal to female candidates while avoiding harmful stereotypes. 

2. Paid Time Off 

Paid time off is one of the most important ways of attracting any sort of worker to your company. For women, it can be the most important reason when deciding between your business and another. Say, for example, a female candidate needs time to tend to her child. Giving her adequate and paid time off assists in her work-life balance. 

In addition, state in the recruitment process that they can choose, at their own leisure, when to use it. You want your prospective worker to feel empowered within the environment, after all. Plus, with this sentiment in mind, productivity will inevitably be bolstered as well. 

3. Flexibility 

Similar in vein to offering paid time off, granting a female worker flexible work hours is critical. Think of it as the soulmate of the previous benefit. You want your female worker to have the flexibility they need to live their life outside of the office. Outside commitments should never be an impediment, when trying to negotiate a schedule with your potential employee. 

Studies have proven that when a woman employee was granted flexible work hours, their professional lives improved dramatically. It goes without saying that when the personal aspect of life is satisfied, the professional aspect will be as well. This inevitably betters the rapport formed between you and your candidate within the hiring process. 

4. Salary Expectations 

Ensuring that your female candidate is given a proper salary for the job is vital. As previously mentioned, there is much progress to be made in how females are treated in the workplace. One of the main concerns surrounding the blocking of this progress comes down to salary. Many women often make less than their male counterparts. 

If a female candidate wants to negotiate a salary with you, do so in good faith. Be as transparent as possible with your salary expectations Do not hide important details from female candidates, as this can discourage them from pressing on during the recruitment process.

You should not offer a salary that is less than what is deserved, based on skills and qualifications. Once you are able to compensate your prospective worker accordingly, you will have fulfilled this crucial component. 

5. Workplace Culture 

Offering an office culture that is friendly to women is very important. Far too often, data has demonstrated that women feel uncomfortable in a male-dominated work environment. This leads to alienation in some instances, and discomfort in worse-off situations. During the recruitment process, give your candidate a tour of the workplace. 

Introduce her to some of her potential colleagues, as well as the general environment. This will help inform her of how she may fit in. Being able to get the job done is key, but feeling comfortable while doing so is just as crucial. Take cues from female workers here, and ask them how to improve the setting if need be. 

6. Career Advancement 

Above all else, contributing to an equality-based workplace setting is necessary. Therefore, always discuss how opportunities for advancement can benefit a female worker. Demonstrate to them that you remain steadfast about helping all workers rise to the next, possible level. This conveys a sense of respect, which many companies fail to express in some circumstances. 

Many women, irrespective of career, often note that they do not get the same level of opportunities as their male colleagues. To rectify this potential barrier, always disclose to them in the recruitment process that they will be treated equally. Empowering a female candidate is the first step to retaining them for the future.

Adam Hansen