Gender diversity in the workplace is a hot topic these days. And well it should be – for any number of reasons. And though sales and profits can improve through an equal gender mix, some organizations just refuse to jump on board. They’re not devoting the attention and time needed to create a more balanced workforce. This particularly applies to positions of a higher level.
And this is a huge mistake. Both sexes should be fairly represented at every level of a company. The best person available should be the one hired, yes. But prejudices about something being a “man’s job” or a “woman’s job” must be abolished.
In the Workplace, Why Do We Need Gender Diversity?
Here are some reasons why gender diversity is good in the workplace:
- It’s the law – first and foremost.
- Companywide, it assists with retention and recruiting.
- Problem-solving is improved.
- A company’s customer base can be broadened.
- Financial performance can be improved.
How Does a Company Go About Creating A Greater Gender Diversity?
You’re going to need to attract applicants of a wider range. You can make that happen by paying attention to the following aspects of the systematic changes that your business needs to adapt to:
- Remove all of the names from any resumes you have or receive.
- Rework your benefits and pay program.
- Remove words that are gender-coded from postings and job descriptions.
- Cast a considerably wider net.
- Discuss diversity and its value.
What Is Blind Hiring?
Blind hiring means that you are hiring without having seen something that might influence you unfairly (a name, age, gender, etc.). The theory behind blind hiring, and the five previously listed changes suggested above, is that there will be a reduction in unintentional bias. Bias can, of course, be based on more than just gender. It can also influence people’s choices regarding age, ethnicity, and more; and be determined not only by the applicant’s name but the year that they graduated, where they went to high school, etc.
With blind hiring, it’s easier for minorities and women to be considered on a condensed interview list. That is, of course, compared to when the hiring manager knew the name of that person, ahead of time.
Blind hiring is by no means a perfect solution. But it does help candidates of a broader range get considered for a job. The individual prejudices of a particular hiring manager, however, won’t be fixed through blind hiring practices. Regardless of gender, the abilities and skills of a person should be what their hire is based upon. This is where communicating the goals of your company comes into play.
When you are building a workforce, gender diversity only signifies one tiny piece of the puzzle. Good leaders must know how to propel their organization to greatness through the cultivation of a diverse team with the appropriate abilities and skills.
No one said this was going to be easy. But it’s well worth doing.