In general, there are fewer women workers in the tech field. This is often because companies are not making the changes necessary to attract and retain talented women in these positions. Everything from your job description to your company culture impacts your organization’s ability to be more inclusive.
The Benefits of Inclusivity
There is a long list of benefits to being more inclusive in your recruiting and hiring strategies. More diverse and inclusive companies tend to have higher-than-average financial returns, increased productivity, improved employee morale, and better retention rates. You might also see an increase in employee loyalty and trust. This is because each of your employees, no matter their ethnic background or gender, feel represented within your company.
When you work in the tech field, which has been mostly male-dominated for years, it is important to step outside the box and look for ways to attract women to your organization. Here are four things you might consider doing to get the attention of more women for your tech jobs.
Eliminate Bias Language From Job Descriptions
The first place a potential candidate will encounter your organization is likely through a job description posted online. Many employers don’t consider how their language might affect the type of people that apply for a position. Words like competitive or dominant may turn female applicants off of applying altogether. You should make a concentrated effort to eliminate gendered language from your job descriptions if you want to attract more women to your organization.
To do this, check your descriptions for gender-specific pronouns and remove them. You might also consider using online tools to help you identify the gendered language in your post and find good alternatives. Another good thing to do is include your specific inclusivity and diversity goals in the job post. This will help each candidate get a better feel for your culture and see that you are committed to being more inclusive. You should also assess the qualifications listed for the job. Many women will not apply if they do not meet every specification. So, including unnecessary requirements may limit the number of female applicants you receive.
Address Bias in the Interview Process
Another place to look for and address potential bias is your interview process. The way you source and interview incoming talent can make a huge difference. For instance, if your recruiting relies mostly on employee referrals, you aren’t likely to get a more diverse group of individuals applying and interviewing for jobs.
You should also consider the type of interview experience you are providing for applicants. Many women have reported having a bad interview experience in the tech field, assuming that bias has led to this bad experience. To make sure unintentional bias isn’t seeping into your interview process, you might utilize anonymization tools that make the person’s name and gender invisible when reviewing resumes. You should also remain objective in what makes a person qualified for the job. Use things like skills assessments and structured interviews to help remove bias. There should also be bias training provided to your hiring managers to help them become more aware of their own potential bias during the interview process.
Establish Women-Focused Success Programs
Outside of making women feel more included in the recruiting and hiring process, you should strive to provide an environment where they can thrive. Offering women-focused support groups within your organization. You can do this by pairing female new hires with mentors who can help provide answers to questions and information about career advancement.
You should also consider establishing employee resource groups (ERGs) focused on women. These groups will be focused on how to promote the success of women within your company. The sole mission of these groups will be to increase inclusivity for women on the job. Your organization should also strive to network with other companies that promote women in technology.
Consider Flexible Work Schedules
Although many things have become more equal, women still face more personal responsibilities at home and outside of the workplace. Oftentimes, they are the sole provider of childcare, elder care, and various other family obligations. Providing flexible work schedules has been a game-changer for many companies in attracting and retaining women employees. This is because more flexibility allows them to achieve a better work-life balance.
To properly offer flex work schedules, you should ensure that employees are not limited in their advancement with the company if they choose more flexible work options. You should also be open to multiple different types of schedules. What works for one person may not work for the next. So, consider remote work options, flexible days off, and altered hours. Additionally, these options should be open to everyone on the staff, not just women.
Work With a Reputable Staffing Firm!
As a woman-owned company, Burnett Specialists knows the value inclusivity can have for companies. Contact us for help finding talented tech candidates.
