The demand for more female professionals in prominent positions across organisations is increasing, as more companies and clients recognize the unique perspectives that women can bring to management. Research indicates that women contribute a variety of viewpoints and life experiences that improve decision-making. Despite this acknowledgement, the data that is currently available demonstrates that gender parity is lacking in the majority of organizations, particularly in positions of leadership. A lot of progressive companies are changing their hiring practices as a result of their quick realization of the value of having women in the workforce and their efforts to achieve gender parity across all functional areas and managerial levels.
Advantages of having More Women Professionals
Having more women professionals in management is being now regarded as a strategic goal for organisations because those who prioritise gender diversity and inclusivity often enjoy a positive reputation both internally and externally attracting top talent and clients. Creating an inclusive workplace where women feel valued and supported can reduce turnover rates and improve retention of talented women professionals. Women managers often bring unique viewpoints and innovation within teams. Research reveals that teams having diverse representation in terms of gender can bring a range of perspectives leading to positive outcomes. Women professionals have a deeper understanding of female consumer preferences and behaviours targeting diverse markets. Therefore, hiring women professionals brings numerous benefits to organisations leading to their success in a highly competitive business landscape today.
Bridging the Gender Gap
Bridging the gender gap has now become a top leadership priority in organisations. Senior leaders are actively working towards setting clear goals for reducing the gender gap and building a workforce that is more gender diverse and gender sensitive. This has to be ensured by making equal opportunities available for women in various stages of their career, beginning with recruitment. Objective hiring practices are helping organisations in attracting greater number of women students’ talents across management functions. Focus on work-life balance and creating network opportunities for career growth are additional factors for attracting and retaining women talent.
At a time when more female students are hitting the job market, with better training and mentoring opportunities as well as fostering a gender sensitive work environment can help in utilising the available pool of women talent effectively.
Role of B-Schools
The B-Schools are playing a critical role in bridging the gender gaps. Many of the leading B-Schools are consciously implementing gender-inclusive admission practices to attract and enrol female candidates. They are trying to harness female talent more effectively through targeted curriculum, leadership development programmes, mentoring and networking opportunities, partnering with organisations and alumni engagements. There is a concerted effort by B-Schools to dispel the myths and stereotyped surrounding women which has largely been responsible for gender disparity in work places. In some cases, organisations are also collaborating with B-Schools and offering internships, and scholarships, aimed at building a pool of competent and skilled female workforce they can tap into in future.
From the standpoint of the recruiter, female applicants are now more highly valued due to their perceived resilience and goal-oriented work style. The B-Schools are playing a big role in enabling the female talent and preparing them to become future business leaders.
The author is the Dean (Academics) at FORE School of Management.
