We live in a world where we’re regularly fighting for women’s rights and raising our concerns and voices over different women-related issues every single day. Yet, the struggle goes on. And when it comes to employment, the figures aren’t very appreciative either.
The technology industry, in particular, is one of the most prominent industries that face problems while recruiting and retaining women employees. The female workforce usually comprises of around 25% of the total workforce. This deficit is particularly notable in engineering teams in different organizations.
And when it comes to the gender-ratio imbalance, it’s beyond the tech firms. From politics to constructions, from mining to energy, all of these industries suffer due to nobody reducing employee turnover of female employees. The statistics become even worse if you try to find more women in leadership roles.
Female-Inclusive Company Culture
But why is it of such importance to hire more women and establish an equal balance of both the genders, especially for leadership roles? According to research, having an equal blend of both men and women can create better business results in the long run.
There’s another research that reveals that most of the successful ventures were established by companies that have a majority of women, especially at the highest posts. In addition to understanding and accepting the role of female employees within an organization, companies also need to learn about establishing a more female-friendly company culture to attract women to join the workforce.
These are the three basic points that need to be taken care of if you’re about to take an initiative for more female-friendly company culture.
- Monitoring and readjusting your recruitment policies
- Paying attention to informal behaviors and systems
- Reconsidering and adjusting benefits and incentives for female employees
So before you question why more women do not join your industry or company, take a look at these above-mentioned factors and see if your company culture is friendly enough for the female workforce.
Let’s check out each of these factors individually:
Monitoring and Readjusting Your Recruitment Policies
Recruitment policies are on top of the list because it is at this stage where you can get more women employees on board. It’s absolutely perfect to clearly express your requirements for a particular gender while making position announcements. Even if it is not the requirement of the job description, you can ask for more women employees if you’re trying to maintain a close to 50-50 strength of both the genders.
Also, make sure you have both men and women in your HR team that are accountable for searching and finalizing the new candidates. These people would be accountable for establishing a team with gender diversity. By staying fair with your recruitment policies, you can definitely enjoy the talent of both the genders on board.
Be Sensitive to Informal Systems and Behaviors
This is another area to work on if you’re trying to establish a female-friendly company culture. The key is to prevent the ‘brogrammer culture’ and create an environment that’s more welcoming and less threatening. To create an inclusive work environment it is important to pay attention to the gender issues and become more sensitive to the negative behaviors and informal systems.
To create a more female-friendly work environment, it is also very important to eliminate the sources of fear that the women your company might be experiencing.
Rethink Your Benefits and Incentives
Creating benefits and incentive packages with only the male employees in your head can be a very biased decision. It is particularly important to be more cautious about this factor and keep your entire workforce in mind before finalizing the benefit packages.
Chances are that you do not have to make any major changes. When it comes to professional rewarding, the demands of women are pretty much aligned with what men want too: scope for growth within the organization, a safe working environment, greater flexibility, and a better work-life balance.
However, in addition to these more generic benefits and incentives, you might want to consider a few gender-specific benefits that would really entice your female workforce. Benefits such as flexible schedules, a mother’s lounge, or daycare services can be highly beneficial for working mothers. Including those benefits in the package will not only help you attract more female employees but will also help in retaining them.
Conclusion: A Female-Inclusive Company Culture Works
Let’s sum it up with the wise words of Weili Dai, the director and co-founder of Marvel Technology group:
“It is pure mythology that women cannot perform as well as men in science, engineering, and mathematics. In my experience the opposite is true. Women are often more adept and patient at untangling complex problems, multitasking, seeing the possibilities in new solutions and winning team support for collaborative action.”
And while gender diversity and equality is still a work in progress, organizations can make the most out of the smart benefits of hiring more women employees by simply ensuring a more female-friendly company culture.