Module eight, actively recruit women. actively recruiting women should be a part of any organization's recruitment plan. This is even more important if you're in an industry where women are underrepresented, overall, are heavily represented in lower positions, but underrepresented in leadership. Creating initiatives to recruit women at all levels of the organization helps to create a culture, which is gender diverse, and also creates opportunities to develop women leaders from within. Starting at the earliest stages. There are several steps you can take to actively recruit women to your organization.

Discover Your barriers to hiring an important first step is to Discover Your barriers to hiring women. There are many reasons why an organization might have difficulty recruiting and hiring women candidates. It might be helpful to interview some current women employees, and also to examine research conducted on why women prefer some type of organization over others. common barriers to recruiting and hiring women include lack of women in leadership, lack of recruiting efforts directed at women, especially in fields where they are underrepresented. And organizational history or culture of sexism, sexual harassment, including lawsuits, lack of coverage of women's health, pregnancy, contraception, etc. In benefit packages and no organism policy on maternity or parenting leave.

It may be difficult to determine exactly what barriers are in place to hiring women. But it is vital to assess the organization to see if you can determine this is systemic barriers to hiring women exists. Even the best recruitment efforts may fail. Discover Your barriers to retention. Another key area to examine is your organization's barrier to retention of female employees. If your organization regularly hires women, but find that there is a significant turnover among them, this is a clue that there are barriers to retention exist examining employee exit interviews is one source of data on why women do not stay with your organization.

While not every woman who leaves your organization will do so for reasons grounded in gender. It is a key to identify whether there are systemic barriers to retaining women employees. common barriers to retention include lack of opportunity for advancement in organizational history, or culture of sexism or sexual harassment, including lawsuits, lack of coverage of women's health, pregnancy, contraception, etc. and benefit packages. No organizational policy on maternity or parenting leave in culture does not promote work life balance in pay inequities between male and female employees in setting or similar positions. Recruit via women's organizations.

Women's professional organizations are a valuable resource when creating efforts to actively recruit women in your organization. umbrella organizations for professional women such as the American Association of University Women, and the National Association of Women executives, are one place to start. You should also look to large professional organizations in your field to see if they have women. caucuses are women interest groups that can help in your recruitment efforts. Also look to organizations specifically for women in Pacific fields such as the financial women's organization, organizations for women in STEM when creating effort To recruit new college graduates look to women's organizations on local university campuses, which are often organized around majors or industries, women in engineering engineering for an example. These are all potential resources of talented women create and promote a woman friendly culture.

One of the major barriers to hiring and retention is the existence of or the perception of an organizational culture that is not friendly to women. The most obvious examples of this are of course, organizational history and culture of sexism, discrimination and harassment. These should have course be routed out immediately. However, there are more subtle issues that may make an organizational culture less friendly to women. seeking out these issues and helping to create an organizational culture that is woman friendly is vital if you are to recruit and retain women. common features of a woman friendly organization.

Culture include zero tolerance for sexism, gender, bias language, and sexual harassment policies which consider women such as maternity leave and coverage of women's health and benefit packages, flexible work options, women invisible leadership, women's networking and training opportunities. Women at all levels of the organization case study as they recruit For his organization, join was tasked with recruiting more diverse candidates. And internal review had noted that while many women worked at the administrative and support level of the organization, there were almost no women in the engineering and product development sectors. Those that had been hired and left the organization with two years of coming on board. At the advice of his colleague, Helen, with Jordan sought out the list serves for two professional organization for women in engineering. with the permission of the list admins.

He read the list for two months. He was shocked to see several women who were searching for jobs say they would never want to work for his organization because it was a boy Club. One woman even said she had worked for Jordan's organization, but had quit when other engineers in her lab would not stop making sexist jokes in her presence. But Jordan took what he had learned back to the head of recruiting see us and they agreed that they had to find and root out the cause of this behavior in the engineering labs if they wanted to recruit and retain qualified women as engineers.