For Jennifer, the future of female talents is all about getting their voices heard. She wants to see companies champion diversity, and question hiring standards that feel rigid.
She also wants to see more companies set up ERGs, and share details about them in their outreach. This shows underrepresented employees that the company is committed to inclusion.
Culture
Women have a unique set of talents that can propel them to leadership roles, but they must be nurtured in the workplace and properly prepared for stepping into management. One great way to do this is through mentoring programmes, like Cellnex’s Women Progress & Promote program which puts managers with high levels of experience in contact with young businesswomen with potential.
A strong culture of equality is key to attracting female talent. However, it must be more than just a lip service; it has to be embedded and used as a compass that drives action and decision making.
When advertising a role, it’s important to highlight the company culture and values as well as specific benefits such as flexible working, medical insurance, etc. Using tools like Gem, it’s also possible to track metrics by gender so that companies can see whether their outreach is effective and understand if there are any inherent biases in their messaging.
Mentorship
As women continue to shatter glass ceilings and break boxes in their quest for equality, mentorship opportunities become increasingly important. Female talents want to know that their org is invested in their development and that they can look to leadership to have the support and guidance they need to thrive in an equitable workplace.
Traditionally, the upper echelons of corporate ladders have been dominated by men, isolating female employees from impactful networks and limiting their career growth. Incorporating formal mentoring programs into employee experiences can help to address these inequalities, empowering female talent and promoting a culture of inclusivity for the entire workforce.
Another way to facilitate mentorship is through Employee Resource Groups (ERGs). These informal groups provide a platform for underrepresented–and, in this case, female–employees to connect with one another, discuss challenges, and present concerns to their employer. They also serve as a visible reminder to potential candidates that inclusion initiatives are supported at the top level of the organization.
Work-Life Balance
Often, women have to prioritize work over their personal life to fulfill societal expectations. Juggling these responsibilities can overburden them, leading to mental health issues.
Offering remote and flexible work options such as compressed hours and part-time work can enable women to accept career opportunities without having to sacrifice their personal lives. This can increase job satisfaction and reduce employee turnover.
While competitive pay is important to attract and retain female talent, ensuring equitable access to professional development opportunities is crucial to attracting and retaining top talent. This includes mentoring, training and other initiatives that promote professional growth for all employees.
Creating an environment that allows women to excel both personally and professionally is the best way to attract and retain female talent. This can be achieved through flexible working arrangements, such as remote and part-time work options, as well as by promoting a culture of wellbeing. It is also important to provide adequate childcare and family support services, which can help women to pursue their career goals with confidence.
Flexibility
As part of a wider shift, female talent want to be able to achieve career progression in ways that are compatible with family life. They expect their employers to provide options such as remote working, maternity leave, job sharing and other flexible arrangements.
Women who have a choice over how they work are less likely to feel burnout or consider leaving their jobs. In addition, offering flexibility shows that your company is a family-friendly workplace.
Ensure that you have clear and visible policies on flexible working, particularly in the upper levels of your organisation. This will make a huge difference to women who can be less confident about their ability to move up the ranks when they’re not in the office.
Finally, use tools like Gem to track metrics such as open, clicked and replied rates by gender to understand if there are any barriers to your recruitment process. You could then take steps to address them, such as updating your employer branding to reflect your commitment to equality and diversity.