These are critical steps every employer should take to eliminate the barriers to entry for women, make their workplace more inclusive, and put an end to the pay disparity between men and women. These are all positive and proactive adjustments you can make in your workplace to attract more women to the industry.
But many employers want more diversity now. They have an immediate need to hire. So, these strategies often seem out of reach for the near term. It’s one of the ways many employers might feel that hiring and retaining women in tech is too complicated and time consuming, and their pressing need to hire takes priority.
Surprising Findings: The Right Strategy Could Be the Simplest
What if a simpler solution was the best solution?
One of the surprising findings of our Digital Leadership Report was that just 6% of employers have tried working with mandatory hiring benchmarks and just 8% have tried candidate shortlists. With numbers this low, we can assume that only a few employers were working with a recruiter to create a gender-neutral recruiting strategy which, this article describes as a more “flexible recruiting approach that takes into account women’s specific needs and aspirations.”
