The Impact of Gender Diversity on Sustainable Recruitment HRM502
- Subject Code :
HRM502
THE IMPACT OF GENDER DIVERSITY ON SUSTAINABLE RECRUITMENT
TABLE OF CONTENT
DEFINITION OF TERMS
Gender diversity
Gender bias
Ethical leadership
Sustainable recruitment
INTRODUCTION
AIM OF RESEARCH
SCOPE
RESEARCH QUESTIONS
LITERATURE REVIEW
RECOMMENDATIONS
CONCLUSION
Definition OF TERMS
- Gender diversity
- Gender bias
- Ethical leadership
- Sustainable recruitment
INTRODUCTION
GENDER DIVERSITY AND SUSTAINABLE RECRUITMENT
Gender diversity intends to remove biases and barriers that restrict individuals from flourishing and attaining corporate success (Ahmad, Yakub, & Lee, 2024; Yarram & Adapa, 2022). Many organizations are committed to sustainable recruitment (Forbes, Chen, Knox, & Marrie, 2018; Manzoor, Wei, Banyai, Nurunnabi, & Subhan, 2019; Jeronimo, Genriques, & Lacerda, 2020). However, research has revealed that women occupy over half of all management and professional positions. However, only a quarter of all CEO positions are occupied by women (U.S. Bureau of Labor Statistics, 2013). Unsurprisingly, women hold less than 15% of the highest titles in the Fortune 500. More so, not only do women hold only 16.9% of Fortune 500 board seats, but the number of female CEOs in the Fortune 500 significantly declined from 32% in 2017 to 24% in 2018. (Tinley & Purmal, 2019).
The foundation of an organization's efforts to foster diversity in the workforce is recruitment. This Literature reviewexaminesthe impactof diversity in recruitment, specifically focusing on gender diversity. This analysis intends to offer insights into developing more inventive and fair workplaces by examining how diversity affects organizational performance, addressing obstacles faced in encouraging gender diversity, and suggesting tactics for inclusive recruiting practices.
AIM AND SCOPE OF RESEARCH
This project aims to identify the extent and impact of gender discrimination against women in recruitment. Specifically, our study aims to identify barriers and discrimination women face during selection and recruitment. Based on our analysis of Work Place Gender Equality by the Australian Government, gender biases are always present in hiring decisions, effectively influencing the right and the best fit for the job. (WEGA,2019)
RESEARCH QUESTIONS
Given the scope of this project, an attempt will be made to address the below questions
1.How does gender bias limit effective and sustainable recruitment?
2.What are the challenges in achieving gender diversity?
3.What is the role of ethical leadership in ensuring sustainable recruitment?
4.How can organizations achieve their sustainable recruitment goals?
SCOPE OF RESEARCH
The scope of this project is limited to the impact of gender bias on sustainable recruitment, challenges organizations face in the quest for gender diversity, and the role of ethical leadership in ensuring sustainable recruitment. Diversity in recruitment ensures fairness and inclusion an equal opportunity and/or equal playing field, not bound by normative gendered roles (Orole, 2020). It emphasises reflecting and focusing on a broader aspect of society by intentionally seeking out potential candidates with diverse characteristics.
LITERATURE REVIEW
- Gender bias and sustainable recruitment
- Challenges in achieving gender diversity (discrimination against women).
- The role of ethical leadership in sustainable recruitment
- Pathways to attaining gender diversity in recruitment
1.Impact of gender bias on female recruitment
What is gender and how does it differ from sex?
Sex and Gender
Sex and Gender are two common terms which signify human relevance. However, these terms are commonly intertwined and misunderstood.
Sex
Sex is biologically identified by an individual's biological genitalia, which is determined by the pair of chromosomes an individual holds. Based on further analysis of the identification of sex we found out that Females, typically have two identical chromosomes which is XX which is also called homogametic sex (Hyde and DeLamater, 2019). However, Males have two different pairs of chromosomes which is XY, also called heterogametic sex. These chromosomes determine the innate behaviour between men and women, Men procure, a masculine behaviour trait on the other hand females hold a feminine behaviour trait which commands their work, actions and living state (Bachtrog et al., 2014)
Our further research on sex enlightened us that there is sexual-based structuring in companies, which withholds the distinction of both genders, a ranking order of those profiles which holds males in a hierarchical order so that males are increasingly above in numbers than females and are generally not expected to oblige to orders given from females(Acker & Van Houten,1974). This phenomenon results in males obtaining more power than females in the organization, which could be one of the most common causes of gender-based disparity faced by women in the corporate world and again fosters a question of gender diversity in the organizational world.
Gender
Gender is usually identified as a collection of behaviours or activities which are associated with masculinity and femininity. There are two different traits which a male and female possess. These traits affect their actions, decision making and their emotions. However, based on our analysis of both different behaviours of a man and a woman, we found out.
Masculinity is mostly distinguished by behaviours such as assertiveness, roughness and emotional restraint. These traits effectively influence male behaviour which commands their leadership styles, decisions and critical thinking. These behaviours are usually seen in situations where leadership and critical thinking are necessary (Connell,2018). These insights into the masculine trait and their effect on behaviours are analysed by Connell in influential work
Femininity is a trait of a XX chromosome behaviour where behaviours such as empathy, nourishing, and emotional expressions are highly visible and commend their actions. Based on further research on feminine behaviours. Recent studies signify that these traits dictate significant roles in their social exchange and emotional recognition. For example, women can easily identify the variance in emotional expressions because of their longer eye fixations on facial muscles, which helps them to attain more efficient emotional communication and togetherness (Martnez-Velzquez et al., 2020). These traits are highly crucial for organizations for roles which require empathy and togetherness, highlighting the necessity of feminine behaviour in varied communal and organizational surroundings (Parkins, 2012)
2.Challenges in Fostering Gender Diversity
Apart from discrimination, are there other barriers to why women are often excluded from leadership roles or not given the same opportunities as their male counterparts? Could it be a competency problem? Could it leadership problem?
Diversity in recruitment significantly affects the results of organizations. Organizations can use inclusive recruitment to attract a wide range of applicants who will contribute to their innovative potential and competitiveness in the marketplace. Embracing diversity would mean that different personality types are made available for an organization, which would help it become more flexible with its employee base.
Also, a diversified workforce is a reflection of the various clients that businesses deal with. Employers who employ people from different socioeconomic, cultural and racial backgrounds are better placed to understand and meet customer demands resulting in increased customer satisfaction and loyalty. With todays globalization and diverse consumer market today, employing individuals from different ethnic backgrounds will help the organization to understand the varied beliefs and choices of Individuals with a global perspective.
Based on our analysis, apart from experiencing gender discrimination, women also face several other barriers in the corporate world. Our research enlightened us that there is a huge gap in leadership roles as due to their innate behavioural instincts males are highly preferred for roles of Leadership and decision making. More importantly, reasons such as communal norms, organizational practices & procedures, work-life balance and family accountability, Leadership and Competency cognisance and self-perceptions are the most common barriers restricting women from dominating leadership roles.
Communal Norms
Societal and cultural expectations significantly construct the opportunities presented to women. Men are instinctively viewed as natural leaders. However, women are instinctively viewed as carers in conventional gender roles. This is a form of cultural bias which highly influences the roles offered to women and the competency that they hold to get the job done. This biased stereotype aligns the basic thought of male favourability for leadership because of their innate masculine traits like assertiveness, and decisiveness to lead and dominate leadership roles. This eventually makes it difficult for women to be viewed and considered leaders, even when they exhibit astute and strong leadership qualities(Gardiner, 2017).
Organizational Practices and Procedures
Due to societal and biased perception of women and their feminine behaviour, many corporations structure their policies and procedures inadvertently favourable towards men. Which might involve attaining access to mentoring programmes, corporate networking events, and professional development initiatives which are not readily accessible to women. The common notion of informal gatherings which play a vital role in advancing an individuals career is structured at times which are not favourable and not as welcoming for women. For example, the event structured in the late evening might be challenging for a woman because of their basic caretaking and family responsibilities (Vial, Napier, & Berscoll,2016) work-life balance and family accountability
attaining an equilibrium between work and family accountability can be challenging regardless of gender. However, due to societal and cultural biases and expectations women are considered to undertake the majority of family caring duties, which restricts the factor of availability for demanding leadership opportunities. Due to the high level of competition and market demands, organizations might require employees to work overtime for the procurement of gaols. Therefore, corporations may not procure flexible policies to support work-life balance, such as flexible working hours or paid parental leaves which can support women, and eventually hampers a womans professional career (Kossek, Su, & Wu, 2017)
Leadership and Competency cognisance
Due to societal bias and perception, competency and leadership style are judged and perceived based on gender. Due to biological differences in chromosomes, women and men procure distinct features and characteristics, Men are presumed to be more assertive, aggressive and dominant. On the other hand, females are expected to be Empathetic, caring and emotionally intelligent. These are basic female characteristics and traits. However, these styles could be easily misunderstood as a reflection of weakness or less competent characteristics. This false perception makes it excruciatingly challenging for women to overcome social norms and biases to be considered efficient leaders (Diehl, & Dzubinski, 2016).
Self Perception
Because of the inherent feminine characteristics such as empathy, care & high emotions, women are naturally soft-spoken, less assertive and more emotionally intelligent. However, these characteristics are considered as unsuitable for leadership roles and generally considered as a weakness because of social stereotypes and biases. This causes psychological barriers which further insights into self-doubt, a question of competence and a lack of worthiness among women. This can easily derail and deter women from seeking leadership roles or seeking higher pay grades. The societal biases and pre-conceived notions regarding gender roles effectively impact a females corporate aspiration and self-conviction to attain leadership positions (Kossek, Su and Wu, 2017)
Companies still have a lot to do to promote gender diversity despite the many advantages of having a diverse recruiting pool. Studies have shown that such biases could lead to the underrepresentation of women in certain fields and positions of influence, hence maintaining gender disparities in workplaces.
Based on our thorough research and analysis of several organizations workforce, we were enlightened about the difficulties and non-acceptance of the LGBTQ community in securing jobs as compared to the commonly identified genders such as male and female. The LGBTQ community faces the wrath of heteronormativity. Heteronormativity is a system that defines gender as a function of sex and states that there are only two genders, Heteronormativity is the basic idea that a sexual and romantic relationship is always between a man and a woman. These basic ideologies are still embedded in the organization's basic and ethnic ideologies. However, this bias is being defeated due to modernisation and acceptance of societal norms. Major organizations like Google and Microsoft have promoted and stood firm for the LGBTQ community by providing them with a fair chance to skilled individuals in the community.
The role of ethical leadership in sustainable recruitment
Gender stereotypes create significant challenges for organizations in shaping how job seekers perceive their suitability for particular roles. Consequently, hiring managers may subconsciously prefer candidates who conform to traditional gender norms thus overlooking qualified applicants from marginalized sexual orientations. Additionally, they may face systemic barriers like lack of mentorship programs, gendered expectations around caring responsibilities and male-oriented corporate cultures that make it harder for them to advance in the organization.
Recent ethical scandals in business have raised important questions about the role of leadership in shaping ethical conduct, including in the recruitment process (Colvin, 2003,Mehta, 2003,Revell, 2003). Leaders should be a key source of morala guidance for inclusive and sustainable recruitment. Hence, scholars and practitioners should give more attention to the ethical dimension of leadership. Ethical leadership is related to consideration behaviour, interactional fairness, and abusive supervision.
Consideration Behaviour
Consideration behaviour in ethical leadership refers to the way leaders show concern and respect for their followers, fostering a supportive and inclusive environment. This aspect of ethical leadership emphasizes interpersonal relationships, empathy, and the well-being of team members. Here are some key elements of consideration behaviour in ethical leadership:
In the aspect of ethical leadership, consideration behaviour signifies the ways a leader reflects their concern and esteem to their employees, which helps in forming a collaborative and supportive working environment. Consideration behaviour emphasizes forming better intra-personal relationships, and empathetic behaviour and focuses on the mental and physical well-being of employees. Based on our further research on Consideration behaviour, the following are core aspects of this behaviour in Ethical Leadership.
Togetherness: Togetherness is a core element of leadership. Leaders who emphasise ethical behaviour show their empathy by being understanding and acknowledging the emotions of their employees. They show active listening skills which help them to address concerns and offer emotional assistance (Brown and Trevio, 2006).
Recognition: Ethical leader treats their employees with utmost respect and consideration, emphasizing the value that their work adds. They emphasize fostering a working environment where individuals feel recognised and heard (Neubert et al., 2017).
Support: These type of leaders shows professional and moral support to their employees. This involves helping out with resources, enlightenment, and motivation which helps individuals to attain their objectives. (Bedi, Alpaslan and Green, 2016).
Transparency: Lack of transparency causes questions and misunderstandings. Ethical leaders show transparency in their actions and plans with their teams. These types of leaders emphasise open communication and responsibility which helps them foster a healthy and collaborative working environment (Lawton and Pez, 2014).
Moral Standards: These types of leaders lead by example. They emphasize setting moral examples, and character development and demonstrate a high level of ethics in their work. Such leaders foster high ethical standards and expect the team members to follow such standards (Yukl et al., 2013).
Interactional Fairness
Interactional fairness is a crucial aspect of fairness and equality in the organization. This aspect focuses on careful and unbiased treatment when a corporation's procedures are applied. This plays a vital role in assessing the behaviours of leaders based on fairness and justice when new policies and procedures are implemented. Based on our further research we found that this aspect plays a vital role in managing and eradicating women's discrimination. Below are the ways this aspect helps eradicate and fight women's discrimination.
Equal and Respectful Treatment
Equal and respectful treatment is the right of every gender in the organization. This aspect emphasises fostering a respectable working environment where ethics and respect follow every interaction and communication with women. Such characteristics should be presented in conversations, review sessions and Quality check meetings. A tradition where sexual jokes and behaviours are highly condemned and should be actively mitigated (Colquitt et al., 2001). These scenarios cultivate an environment of equality that helps women work to the best of their ability to attain personal and organizational goals.
Transparent Communications
This is one of the most astute strategies to fight gender discrimination against women in the corporate world. Corporations must emphasise crystal and clear communication in their procedures and policies especially aspects which affect a womans role and foreseeable opportunities in the organization. This encapsulates any decision regarding salary increments, upcoming promotions and goal alignment. Open communication tradition should be fostered to help women speak their concerns and queries without expecting any repercussions and fright (R.J.& Moag, J.S.1986). This aspect fosters a sense of trust and freedom which ensures that every gender is treated evenly without any disparity.
Training Programmes
Training Programmes play a vital role in an organization's and individual's success. However, based on our analysis of the high level of women facing a high level of discrimination and deprivation of opportunities. Implementing training programs to enlighten leaders and fellow employees about the essence and necessity of fairness will foster a collaborative effort to fight gender discrimination. Programmes focusing on gender sensitivity will enlighten leaders and employees to foster an inclusive and respectable corporate atmosphere. (and, 2018)
Sustainable Development in recruitment
The basic definition of sustainable development according to WCED is a development that meets the needs of the present without compromising the resources of future generations (United Nations, 2017) Moreover, in the case of recruitment sustainability can be attained by following ethical and moral practices in the organization.
Providing fairness and equality: The organization should make sure the recruitment practices are fair and free of any biases. Every individual should be given and fair chance to prove themselves using their, skills and competency regardless of their gender, background, age and race. This commitment to fairness in the organization will entail trust and foundational ethical practices, which will enlighten confidence and security among candidates to perform with their best capabilities and skills (Bohnet,2016).
Diverse talent approach:
The organization should emphasise approaching candidates from diverse backgrounds which will help them procure candidates with different skill types and mindsets which can be efficiently used to attain organizational goals (Thomas & Ely,1996). This will also introduce new cultures and traditions in the organization which will encourage harmony, peace and a healthy working environment which will entail a sense of togetherness in the business. Our research shows organizations use a specific strategy to manage conflicts: The Conflict Management Strategy. The role of this strategy in dealing with conflicts is important to ensure efficient balance and productivity in the workplace (Lisa M. and Gelfand, 2012).
3.Legal perspective of female discrimination
RECOMMENDATION: Pathways to attaining gender diversity in recruitment
Legal Perspective of Female Discrimination
Gender diversity has been an atrocious issue for generations. Corporations intend to eliminate gender biases and are willing to provide an equal platform and opportunities for both the gender to thrive in the corporate world. Our research on more than 77%working professionals indicates gender diversity as a high priority, accompanied by leaders who express strong commitment to this goal (LinkedIn Talent Solution, 2017). However, regardless of such motives, notable spaces exist. study from McKinsey & Co and Learning. Org (2019) indicates that women's presence in C-suite is getting better, still, just 1 in 5 professionals is female, and overall, there is still a high significance of less female presence at all hierarchical stages.
Based on our further research on LinkedIn, we were enlightened that less than 17% of females will consider becoming an applicant for the job. However, more than 15% could actually pass the interview and secure the position (LinkedIn Talent Solution, 2018). Based on further research, we were enlightened that this is because of the confidence gap phenomenon. However, regardless of such strict framework and policies, Women are still facing discrimination in the organization. Below is a further analysis of such frameworks which help women fight against discrimination in the organization and the challenges faced in eradicating the discrimination as a whole.
International Legal Framework
Gender Discrimination has been an integral issue for decades. Internationally, many conventions and treaties have been addressing gender discrimination. The United Nations Convention on the Eradication of Any Form of Discrimination Against Women (CEDAW), which was adopted in 1979, has been considered one of the most promising instruments for gender discrimination. CEDAW defines prejudice against women and emphasises methods that signatory countries should take to eradicate discrimination faced in any form ( United Nations, 1979).
The Treaty of Versailles
Evolution of legal rights for workers
The Treaty of Versailles was signed in 1919 and is usually remembered for its role in ending World War 1 also for its political and regional requirements. However, Section XIII of the treaty enacted a vital role which helped in the evolution of labourers rights across the globe. This section of the treaty struck a noteworthy international effort which helped in establishing common standards for labourers, which set the base which blossomed to become the International Labour Organization(ILO,2018). This research explores the astute provisions of Section XIII and their effect on the legal rights of labourers.
This research will focus on some of the core components of the Treaty of Versailles, which helped to eradicate discrimination against human rights and provides an empirical view not just of a specific gender but of every equal human.
The Right of Association
The Treaty of Versailles was made to help and secure labourers from being discriminated against and being underpaid. Our further research enlightened us that a key provision of section XIII was a revolutionary step at that time as it provided the workers with attain freedom to associate freely. This further helped to empower the discriminated workers to attain human rights among themselves and collectively negotiate astute terms and policies for their employment. This provision was the basis for forming ILO by collective bargaining which still stands as a cornerstone of Workers rights Today (ILO, 2019).
Wages For Reasonable Standard of Living
Section XIII played a vital role in ensuring that workers were not discriminated against in their choice of freedom or wages. This section made sure that wagers were evenly provided at a reasonable rate by the living standards. This was a crucial step toward accepting the necessity of even remuneration of labourers. This majorly highlighted the need for workers to earn at a fair rate which can help them provide for themselves and their families, which helped to contribute to communal stability and economic fairness. This principle further developed in different forms of least-wage law enactment which is seen around the globe today (Stiglitz, 2019).
The Eight-Hour Day and 48-Hour Week
The establishment of the eight-hour workday and a 48-hour workweek was another significant milestone. Before this, long working hours were common, often leading to severe physical and mental exhaustion among workers. By setting these limits, the treaty aimed to improve workers' quality of life and productivity. These standards have since been enshrined in national labour laws and continue to influence work-hour regulations globally (ILO, 2018).
The EightHour Day and 48 Hours Week
The formation of the eight-hour workday was one of the most empirical milestones. This helped in attaining the real-life work-life balance, which helped individuals to manage a life outside the workplace. Before the formation of this, lengthy working hours was a common practice followed in organizations, which was one of the most common causes of physical and mental stress among employees. (ILO,2018) However, post-implementation of this, the treaty helped in improving the worker's quality of life and helped to attain productivity in the organization. These Legislations have been a strong element in the NLL and which still emphasises the working hours regulations (ILO, 2018).
The legal aspect of female discrimination signifies the power and ethnicity of such frameworks. Effective progress has been achieved. However, we still face challenges in ensuring the accurate translation of such ethics and laws in the organization to fight discrimination. Despite the formation of such ethical and legal structures, the enactment of such anti-discrimination laws faces challenges in many countries (Dezs? et al ,2016). Moreover based on our research due to factors including societal attitudes, lack of awareness and biases, many countries still dont practice and amend such laws, which can provide a fair chance for every gender to fight and thrive for themselves (Dobbin,2018)
1.0 Fairness and Justice
1.1Moral Obligation
The organization must ensure that every individual in the organization is treated equally irrespective of their cast, creed or their gender. We were enlightened by our research that now have strict policies for sensitive factors like Racism, equality, fairness and ethical code of conduct. Racism was a prominent factor highlighted based on our studies, which a multi-level analysis of subtle racism by Aykut Berber further highlighted. Racialised workers routinely came across a lack of opportunities, mental pressure, counterfeit information about their competency and discrimination in pay (Ozturk and Berber,2020). The organization is responsible for employees to be treated with fairness and respect, lack of this factor will create a rift between employees, management and the leaders. Moreover, this will lead the organization to a declining phase where attaining goals would be a struggle, repetition of this might lead to the collapse of the organization (Dobbin and Kalev, 2016)
2.1 Social Responsibility
Social responsibility plays a vital role for any organization as it helps them to attain goodwill among the market. Moreover, from goodwill, organizations have an ethical responsibility to contribute and provide for the wellness of the community where they operate their business in (Porter and Kramer, 2011). Almost all organizations have a distinct department which is commonly knows as CSR department. CSR stand for corporate social responsibility, where an organization invests its resources and manpower to help society become a better place, without seeking any profits in return. The organization can emphasise on their social responsibility aspect by emphasising on diversity and inclusivity, promoting social coherence and by putting an end to marginalisation and discrimination (Eccles et al.,2014)
.
Business Ethics
The secret to a successful organization is efficient relation management. A healthy organization must emphasise to attain trust of their employees, customers and stakeholders. This can be efficiently done by fostering an ethical approach to promote diversity and mutual respect (Gulati and Sytch). The organization must follow the path of ethical code of conduct to have integrity in its action. Lack of integrity among any of the related parties in the organization will create mistrust and a question to the integrity and the ethical practice in the organization. The organization must ensue to assure its related parties and employees that trusting in the organizations beliefs and gaols will help them to attain mutual success (Hsieh & Nien-he, 2009).
Strategies to Foster Gender Diversity
Among the strategies employed by organizations to enhance gender diversity in recruitment, blind hiring practices feature prominently where candidate information is anonymised to reduce biases (Nor, 2018). Furthermore, female mentoring programs are offered to women in underrepresented fields, and diverse training is provided to recruiters (Noviski, 2021). These endeavours help women overcome historically male-dominated areas through fairness and support because of addressing structural impediments. By providing guidance, networking opportunities and professional development support mentoring programs enable women to overcome obstacles and grow in their careers (Tinsley and Ely, 2018)
RECOMMENDATION: Pathways to attaining gender diversity in recruitment
Gender discrimination and societal biases have been a problem for decades. Despite all the policies and frameworks, many countries still dont practice industrial legislation polices and fair work practices (ILO, 2003). Recruitment plays a vital role in shaping an organization and the total national workforce. However, there is a massive gap between selection and opportunities between men and women. Based on our above research and evidence. A dynamic facet approach should be fostered. The corporations must critically assess and revise job descriptions to make sure, the descriptions do not indicate gender bias. This requires a clear interpretation of needed skills rather than indicating specific skills or experience which favours a specific gender(LinkedIn, Talent Solution, 2018).
Following are the recommendations
Diverse Friendly Job Posting
In order to draw additional women applications, the organizations must alter and curate their job descriptions more inclusively, emphasising unbiased gender-specific wordings, astutely neglecting words like rockstar or aggressive (LinkedIn Talent Solutions,2020). Such words demoralise and create specific mainframes for the applicants, specifically females, derailing them from even applying for the position. Based on our further research to eliminate gender biases, we were enlightened that the application of AI apps can be a helpful resource as apps like Textio Hire help point out specific languages and phrasing which could emphasise a specific gender (Polli, 2019). Therefore by curation of such postings, organizations can draw further women applications to amend the gap of gender diversity.
Inspirational Women's Success In the Organization
creative measures can help boost women's application and holdings in an organization. Based on the analysis of the gender inclusion outline, both genders are highly likely to assess and research the organization's background and gender specificity report (Catalyst,2020). The organization can use an astute usage of the blogging section on the website and pages to share the success stories of their women leaders who succeeded with their hard work and dedication and how that was celebrated (Dixon-Fyle et al. 2020). This will motivate females to consider themselves to apply for the postings.
Presence of Women Recruiters
The company should be crystal clear with the number of women recruiters in the organization. They must show the number of gender presence in their recruitment and selection teams, this will help women to attain a better perspective on how committed an organization is to fostering gender diversity. Study shows that embracing diversity provides varied and highly documented perks for organizations and to the market as well ( Diversity Council Australia, 2023) . A higher number of female presence in the sector will help women to attain confidence and comfort to consider themselves to at least apply for the job. Based on the report shared by (LinkedIn Talent Solution, 2018) it was clear that more than 15% of women can pass the selection process, therefore, providing them with such confidence strategies will help to draw more women workforce in the organization.
Strict Organizational Policies for Discrimination
A robust organizational policy against gender discrimination is essential for fostering a diverse and inclusive workplace. Companies must implement and enforce clear policies that address and penalize gender discrimination. These policies should include mandatory training on unconscious bias and gender sensitivity for all employees, especially those involved in recruitment and selection (Harvard Business Review, 2021). Regular audits and anonymous reporting mechanisms can help ensure compliance and address issues promptly. Transparent communication about these policies and their enforcement can build trust and demonstrate the organizations commitment to gender equality (Catalyst, 2020).
By implementing these strategies, organizations can create more inclusive recruitment processes, attract a diverse talent pool, and foster a more equitable workplace.
A strict policy for Gender Discrimination is crucial to attain and foster a diversified and inclusive corporation. Organizations must emphasize curating strict policies which address and mitigate gender discrimination. Such Policies must incorporate compulsory training on unknowing biases and gender responsiveness for every individual, specifically individuals working in the recruiting and selecting processes (Thoroughgood, Sawyer and Webster, 2020). The organization must conduct regular audits and an anonymous complaint section where individuals can anonymously and confidently share the complaints of discrimination faced by one. Clear elaboration of such policies and their measures will help curate trust in the employees for the corporation to fight and mitigate inequality (Hing et al., 2023)
Every human irrespective of their gender deserves full rights and freedom to work at all hierarchical levels. By implementing such strategies, the organization can counter gender discrimination and foster a place where every gender feels safe, free and valuable to work. Women's discrimination and marginalisation have been issues for decades.
Conclusion
In summary, the impact of diversity in hiring, particularly with regard to gender diversity, goes beyond simple numerical representation; rather, it acts as a drive for creativity and organizational success. Through the use of inclusive recruiting techniques and addressing issues such as unconscious prejudice, organizations may foster work environments that truly represent the complex fabric of human variety. This not only promotes a climate of acceptance and deference, but it also allows people of all genders to fully express their particular abilities and viewpoints. Furthermore, promoting gender diversity in hiring procedures requires persistent research and aggressive measures. We can create organizations and societies that are more inclusive, equal, and ultimately prosperous for everyone by working together and with unshakable dedication.
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