Written by Adrian Bird, from Aspire in Partnership (March 2023)

Gender diversity in the workplace has become an increasingly important issue in recent years, and for good reason. Companies with a diverse workforce that includes women tend to perform better financially, have higher levels of innovation and are better able to adapt to change. Despite these benefits, many companies in the UK still struggle to recruit and retain female employees. Adrian Bird from Aspire in Partnership explores some strategies that companies can use to recruit more women and improve gender diversity in their workplaces.

1) Conduct a gender pay gap analysis

Before companies can effectively recruit more women, they need to understand why they are not attracting and retaining female employees in the first place. Conducting a gender pay gap analysis is a good first step. This analysis will help companies to identify any disparities in pay between male and female employees, as well as any barriers to career progression that may be preventing women from advancing in the organisation. Armed with this information, companies can take steps to address these issues and create a more inclusive workplace.

2) Offer flexible working arrangements

One of the main reasons why women may be reluctant to apply for certain jobs is because they believe that the demands of the job will conflict with their family responsibilities. By offering flexible working arrangements such as part-time work, job-sharing, or remote working, companies can make it easier for women to balance work and family commitments. This can help to attract more women to the organisation and improve retention rates among female employees.

3) Review your job descriptions

Many job descriptions contain language that is biased toward male applicants. For example, using words such as "competitive," "assertive," or "dominant" may discourage women from applying for the role. To avoid this, companies should review their job descriptions and remove any language that could be interpreted as gender biased. Using gender-neutral language can help to make job advertisements more appealing to women and encourage them to apply for the role. There are gender decoders such as Gender Decoder: find subtle bias in job ads (katmatfield.com) you can use to help with this task.

4) Offer mentorship and sponsorship programmes

Mentorship and sponsorship programs can be an effective way to support the career development of female employees. By pairing women with more experienced mentors or sponsors, companies can provide them with guidance, support, and opportunities for professional growth. This can help to boost the confidence and skills of female employees, as well as increase their visibility within the organisation.

5) Encourage diversity at all levels of the organisation

To create a truly inclusive workplace, it is not enough to simply hire more women. Companies must also ensure that women are represented at all levels of the organisation, including in senior leadership positions. Encouraging diversity at all levels of the organisation can help to create a culture that is more welcoming and supportive of women, as well as provide female employees with role models and mentors to aspire to.

6) Provide unconscious bias training

Unconscious bias is a natural part of the human psyche and can affect the decisions that we make without us even realising it. To combat this, companies should provide unconscious bias training to all employees. This training can help to raise awareness of the unconscious biases that can impact decision-making, and provide employees with strategies to overcome them. By reducing the impact of unconscious bias, companies can create a more level playing field for all employees, including women. This is especially important for those with hiring responsibilities.

7) Create a supportive culture

Companies must create a culture that is supportive of women and their needs. This can be achieved by promoting flexible working arrangements, encouraging open communication, providing opportunities for personal & professional development, and establishing an employee representative group (ERG) that communicates with a senior leader. By creating a supportive culture, companies can attract more women to the organisation, as well as improve retention rates among female employees.

In conclusion, recruiting more women into employment in the UK requires a multifaceted approach. Companies must first understand why they are not attracting and retaining female employees, and take steps to address any barriers to entry or progression. When combined, offering flexible working arrangements, reviewing job descriptions, providing mentorship, encouraging diversity, and creating a supportive culture will help your organisation to attract and retain more female employees.

For further support, please contact Adrian at 07503620816 or Adrian.bird@gcemployment.uk.