Three Key Strategies to Retain Women in Your Workplace

If your job has anything to do with recruitment or hiring, then you’ve likely heard that today’s job market is candidate-driven. With more job openings available than candidates looking for work, recruiters face growing pressures to find and retain the best talent available. 

The need to increase your existing team’s retention rate is felt widely and deeply, especially as employees are leaving jobs at a higher rate than ever before.  

Interestingly, traditionally underrepresented groups like women are the ones we’re seeing leave the workforce in the largest volumes. Finding a way to elevate the women in your workplace and create a more inclusive work environment, especially for your female talent, can mean the difference between retaining your current staff and increasing your spending on recruitment initiatives. Below, we walk through 3 ways in which you can elevate the presence and impact of women in your workplace.

@TalentTechLabs says that by focusing on creating a more #inclusive work environment for women, you can help to #retain your team and slow the impact of the “Great Resignation”: Click To Tweet

1. Invest In Opportunities For Women In Your Workplace To Expand Their Skills And Career

Employees want to know their companies are invested in their current and future success. That’s one thing that is consistent across all industries, backgrounds, cultures, and occupations. To find (and keep!) your talent, you need to present your team with ample opportunities to expand their skillset and grow within their careers. 

Over the last few months, organizations have been experiencing what is collectively being called “The Great Resignation.” Employees are leaving their jobs in droves, but one fact less focused on is that women are leaving their jobs at a 50% higher rate than males. Why? 

Research finds that some of the rises in resignations can be attributed to a lack of confidence in their work and careers. Female workers feel deprived of support in their professional networks, with many women saying that they feel their employer currently doesn’t offer or support the continued growth of their career. 

While investing in the growth of your employees is critical regardless of gender, it is increasingly important for employers to showcase their support for their female talent. Tackling this confidence gap is crucial. 40% of surveyed female workers say that if their organization invested in growing their skills or offered greater career development opportunities, they would feel more confident at work and stay in their role. In a time when fresh talent is hard to come by, hiring managers would do well to take whatever means they can to retain their existing employees. 

2. Implement Strategies And Tools That Recruit For Diversity

Companies are often using recruitment strategies that subconsciously exclude or dissuade female applicants from applying. The very words you use in your job descriptions can impact whether a female applicant decides to apply to your company. 

Pair this with the fact that female working professionals typically don’t apply for a job unless they hit 100% of the listed experience and skills requirements (compared to their male counterparts who will apply as long as they meet half of the requirements), and you’ve got a perfect storm that makes it decidedly more difficult for you to find and hire female workers. 

If your goal is to hire more employees in traditionally underrepresented groups, you need to take a cold, hard look at how you broadcast your open positions online. 

You need to ensure you’re not using gendered terms or pronouns in your job descriptions, for starters. Instead of saying that you’re looking for a “web development superhero,” instead use a gender-neutral title, like “project manager” or “developer.” This small change will help to encourage a larger pool of female applicants to apply for the job than if you use male-oriented titles. 

Another way you can increase the likelihood of attracting and hiring female candidates is by reducing the number of requirements you list for roles. Work internally to determine what requirements are “must-haves” and which ones are ”would like to have” anything that isn’t critical for performing the role should be removed from the job description. This simple step helps to reduce the chances of a female candidate feeling as though they are not qualified for the role.

@TalentTechLabs has 3 strategies for you to help #elevate the women in your workforce and increase your employee #retention rates: Click To Tweet

In many cases, there are tools and software solutions that can help your organization to recruit and hire more diversely. As experts in the talent technology industry, Talent Tech Labs knows which tools are out there and whether they work as they should. We’ve spent time touring thousands of these solutions and evaluating their effectiveness so that you can rely on our unbiased advice when it comes to your technology suite. Wherever you are in your talent technology journey, we can meet you there and help you set up a plan for current and future success.

3. Amplify The Voices Of Your Female Colleagues

One way you can encourage female workers to join your team (and stay with your team) costs you nothing at all — giving your team the time and space to speak. Creating an environment where all workers feel comfortable and encouraged to share their ideas and thoughts can lead to greater organizational efficiencies

Actively listening to your female colleagues, and not just passively listening, can go a long way in making your female talent feel respected and valued in your organization. In that same vein, giving credit to your female employees when they contribute to discussions or projects can also help to restore the confidence of your female team members. 

You need to be cognizant of how your team interacts with one another when it comes to amplifying the voices of your female employees. For instance, if you see a male colleague, or any other colleague for that matter, interrupting a female that is speaking, call them out on that. Establish that your workplace culture is that everyone has a right to share their thoughts without interruption and that they can say their part after the person in question has finished speaking. 

While these steps might seem insignificant, they help a great deal with leveling the playing field and establishing respectful boundaries for your team.

The data shows that your organization would benefit from embracing a more robust approach to DEI. The challenge is finding new ways to weave inclusivity and diversity into your existing structure. 

Talent Tech Labs can help by acting as a trusted partner as you evaluate your current processes and identify the gaps you need to address. Once these gaps have been identified, our team of industry-leading experts can help guide you to the tools and solutions that can help you revolutionize your talent management strategy and create a successful process for years to come. 

With the support of our team, you can build out the foundations of a talent strategy that embraces diversity and inclusion across a wide range of characteristics.

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