Encouraging female leadership representation in recruitment
What can recruitment business owners do to lay the foundation for positive change to increase female representation within leadership roles in recruitment?
Organisations globally are increasingly recognising that diversity is vital for better decision-making and makes better commercial sense.
Female representation facts
It’s encouraging to see that in the UK, women now hold 34% of mid-market senior leadership roles, according to Grant Thornton’s 2021 Women in Business report.
Whilst this data shows the female representation in leadership roles is marginally on the up, there is still a lot more to be done.
As a female business owner for over two decades, I am proud of the gender diversity within our recruitment organisation here at Ten Live.
I have seen the positive impact of fair gender representation both for our business and our clients, striving to reduce the gender gap.
Greater diversity:
- encourages creativity and fosters inclusion – vital to achieving better business outcomes,
- increases different opinions and debates – resulting in better commercial decisions, and
- creates a culture of diverse perspectives –representing an organisation that is reflective of their customer and in tune with their needs and wants.
Gender diversity in recruitment
Within my industry, recruitment, there is still more to be done for gender diversity. Almost 30% of recruitment companies having less than 5% female leaders at board levels. This according to APSCo, The Association of Professional Staffing Companies.
What can recruitment business owners do to lay the foundation for positive change and female representation within leadership roles in recruitment?
How to increase female representation in recruitment
1. Returning to the workplace
Whilst gender representation at recruiter and mid-level management is more balanced, research shows that women are more likely to leave the industry before they move into senior positions.
This move is largely due to taking a career break for family commitments.
One of the biggest challenges women face, following this career break, is returning to the workplace in a competitive and high-pressured industry. Not every woman is fortunate enough to have the support and encouragement to make that positive move, however they certainly have the skills and desire.
What better evidence could we want to justify that flexible working adds value, than the last two years? Support women with the skills and talent businesses need, by creating opportunities that sustain their lifestyle requirements. For example, flexible working and child care benefits is pivotal to increasing female representation in leadership.
2. More female role models
Females are more inspired by the success of female leaders in business. Greater female representation will result in more promotions. Therefore, increasing the exposure and access to female mentors for women who are building a rewarding career.
Succession planning is key to achieving this positive result. The answer lies in creating a program that demonstrates progression opportunities. Therefore, eliminating an uncertain future and creating clarity on growth development with the possibility of leadership roles, for women. Start by including mid-level women in conversations, reducing preconceptions that a career and family commitments is an overwhelming prospect.
Engaging with women in mid-level positions in succession planning will make them feel valued, increasing their engagement and commitment and ultimately creating a positive and inclusive culture.
3. Job advertising
The single biggest mistake companies make in writing job adverts is listing 100% of what the ideal candidate ‘needs’ to succeed in the job.
Realistically, only about 60% of that is necessary for a new hire. The rest is either ‘above-and-beyond’ skills that don’t come into play very often or are skills that can be learned or trained on the job.
Unfortunately, this practice can contribute to gender discrimination, as well as turning off candidates who would be better qualified but don’t feel like they can meet the full requirements list.
That’s because women are less likely to apply for stretch roles or to apply for jobs if they do not fit 100% of the criteria.
Pare down your qualifications list to just what is necessary to begin, ensuring that you capture a wider talent pool. As a result, you will identify professionals who will add long-term value.
Women in recruitment – we need you
We will continue to create change and develop a team who are reflective of the people we serve. Therefore, creating a company culture with a wide range of opportunities and perspectives, which is the cornerstone of a sustainable business.
If you’re a female who is considering a return to the recruitment workforce or are looking for a business with clear career progression that promotes gender equality, I would welcome a call to talk through your concerns and challenges.
No hard sell or commitments, just a conversation to discuss your options, together. Sometimes a sounding board is all you need to take your next step.
Joanne Telfer, Founder at Ten Live
07547 761779
