Top 5 Tips to Improve the Gender Diversity in Recruitment Process

In today’s dynamic work environment, the importance of gender diversity in recruitment cannot be overstated. Embracing gender diversity promotes inclusivity and leads to a more innovative and productive workforce. According to research conducted by Sylvia Ann Hewlett, Melinda Marshall, and Laura Sherbin at Harvard Business Review, CEOs with various experiences and backgrounds encourage innovation within their organisations. Diverse leaders were found to be more likely to foster an atmosphere that is open to fresh, original ideas. Additionally, they discovered that diverse teams were more likely to share some end-user experiences.

Here are the top 5 tips to improve gender diversity in recruitment process

1. While Identifying Needs

Conscious or unconscious biases can hinder the recruitment of women, potentially limiting them to specific roles. Conduct an in-depth analysis of the recruitment process to identify any conscious or unconscious bias. Present relevant data to showcase the impact of bias on the selection of candidates and strategies to tackle this issue.

2. Recruitment Planning

Write a Gender-neutral job description that attracts more diverse applicants, and check if the adjectives being used in descriptions are gender-specific. As Per data released by Linkedin Women are less likely than men to apply for a job After viewing, it is because after Reading the description they felt they were not qualified 100 per cent.

So it is important to Cut down all  the excess bullet points and focus on the responsibilities that are associated with the job, it is more than likely that you will see a rise in applications from women

Additionally, you can also check which source of hiring is more likely to give you a more diverse pool of candidates.

3. Searching & Shortlisting The Candidate

While Shortlisting a candidate selects people based on their skill, knowledge and experience. To do this While examining resumes remove the candidate’s name from their resume and select the people. It also shows the organisation’s Commitment to unbiased candidate selection.

4. Tailor your Organisation’s information in different platforms to show the commitment to Diversity

According to LinkedIn research, 41% of women and 42 % Of men are looking at the company’s information to learn about the workplace culture in all the media platforms like websites, Linkedin and Instagram. So it is important to Tailor the information across all the channels to show your commitment to Diversity.

Sharing a picture of the women who are in leadership positions in all the recruitment channels and  listing the women employee names in the job description are some of the ways you can to 

5. Encourage and incentivize referrals 

According to several studies including “Monster for Employees” and “ ResearchGate” Shows “word of mouth” Recruiting has helped a lot of companies to find a well and talented Employees. So Companies can encourage employees to refer their friends and family members. This not only makes the recruitment process easy and selects a talented employee it also shows the organisation’s commitment to Gender Diversity in the Hiring Process.

How DEI Speakers Can Help in Building  Gender Diversity in the Recruitment Process and Inclusive Work Culture

Through their experience, they share wonderful insights at corporate conferences or events and provide invaluable guidance in navigating the complexities of diversity, equity, and inclusion within the workplace. 

By Inviting D&I speakers to your Event and leveraging their knowledge, organizations can cultivate an environment where individuals from all backgrounds feel valued and empowered to contribute to their full potential.

Barkha Dutt – Award-winning TV journalist, Anchor, and columnist / Founder-Editor – Mojo Story

Naina Lal Kidwai – Former Country Head – HSBC

Dr Meeran Borwakar – First Woman District Police Chief in Maharashtra

These are some of the Extraordinary D&I speakers whom you can invite to your Conferences and Meetings. Find more Diversity and Inclusion Speakers Here

Rishu Garg

Rishu Garg is an MBA professional, a finance graduate, an avid reader, a compulsive traveller, a budding etymologist and a passionate mother with profound experience in diverse processes & systems. Currently, she serves as the Vice President and Head of Human Resources at G4S. She has successfully worked for businesses spanning across new & old economies in deploying Business Strategy, Leading Change, enabling Performance, conceptualizing Rewards, identifying & engaging Top Talent, driving employee Engagement, enabling Diversity & Inclusion, coaching Leadership teams, building Capability, leveraging Technology. Prior to joining G4S, she was the Global Head of Organisation Development and Rewards at Essel Propack Limited. She has also been associated with Essar as a Deputy General Manager of Human Resources. Her key projects included Implementation of Balanced Scorecard, Innovation Program, Family Connect, Career Ladders, Recognition Program, Incentive Plans, 3D simulation Induction and Employee TV channel. She completed her MBA from Symbiosis Centre for Management and Human Resource Development.

See author's posts