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The calls for gender balance have been going on for years, yet organisations still struggle to source, attract and retain top female talent. Changes in the basic nature of our workplaces accompanied by demographic shifts of declining and aging populations, it’s clear that recruitment practises need to be re-assessed or even completely revamped to attract and retain female talent. The days of dipping into the “old boys” network to produce candidates just like themselves should be long gone. Yet they linger. With strong business cases for gender balance highlighted by leading global organisations and large companies publicly taking the initiative at CEO level, there is still much work to done and changes to be made.
Research from Deloitte suggests that the demographic to involve more pro-actively is at middle management level. With organisations still sourcing and interviewing candidates in traditional ways, affinity and confirmation bias play a key role in selection choices. There is no doubt that despite the wide publicised gender dividend the female talent pipeline has at best a stress fracture and in some parts a massive leak. It needs a serious fix.
Via David Hain
