10 Things Companies Can Do To Have more Women In Their Organizations

Write better Job Descriptions, it starts with JDs:

Job descriptions are a crucial part of hiring. Women are more inclined to apply for a job that has a well described but not vague JD. It helps them understand their role better and they get an insight about what they are accountable for before applying. A good JD needs to be clear, practical and accurate and should define the organization’s needs well. One also needs to stay clear of invisible bias and sexism.

Recognize Sexism before they can change things: 

There is a need to recognize sexism at workplace; inadvertent actions of supervisors, bosses and navigating high aggression environments with patriarchal mindsets can be difficult. Equality does not mean sameness.

Focus on skills and strengths:

What would happen if companies did not know whether the person applying for the job was a man or woman? One only got to see their skills and experience.

Share all opportunities with women irrespective of the response 

Sharing opportunities across the board, even for high tech, high end roles especially at forums where women are will allow for more women to apply for jobs. A lot of women with technical skills do not get to know of options because they end being shared in closed environments. Bias or certain factors or even lack of skill may mean that women are not applying for certain kind of positions but they will once they see the organization’s openness to having more women onboard.  

Acknowledge one size and variant of success does not fit all

Every employee has different variant of success, what might work for someone might not for some other person. A woman might be seeking to find a work-life fit whereas other to climb the ladder. Do not assume everyone desires for the same things.

Understand that the difference between telecommute and commute can be bridged

With the technology remote working has evolved. You can now stay connected with your emplyees and monitor their work constantly. Work can be done easily from home, if an employee prefers to that, allow them. Investment in reporting, communication and building ROWE will go a long way. 

Have it clear that contract work for 9 hours a day is not flexible job

Many a time companies advertise jobs that read contract roles for regular hours and call those flexible jobs. They are not. That is flexibility for the organization, not for the employee.

Get the CEO involved

Nothing reflects an organization’s commitment than a message and involvement from the CEO. The role of CEOs is unique in that all the other members of the organization take cues from them.

Stop negative marking for career breaks

Career breaks do not mean women have lost their skills and are out of touch from the industry trends. Avoid not considering women who have taken a career break. Women might have built on their skills while on the break and have past experience; a break might not be completely negative. Similarly there are people who can transit to other roles after a break. Give them a chance.  

Treat gender pay gap as a reality 

The gender pay gap is a major issue, irrespective of the gender pay laws. There is a need of transparency in pays and clear benchmarks on pay equality, driven by ROWE