EDITOR’S QUESTION
as implementing flexible working practices.
Alongside this, it’s important that companies
are addressing the problem early – in the
recruitment and interview processes. For
instance, if an organisation is looking to
recruit more women, it could change the
wording in job adverts to make them more
gender neutral or ensure that there is at least
one woman on every interview panel making
a recruitment decision on a candidate.
In addition, at McAfee we are targeting
talent from outside of IT and security for
many roles – an approach that requires
thoughtful support mechanisms for
onboarding, but in return it sustains an
ongoing success for all, from internal teams
to customers.
However, to really empower women within
the business is gender pay parity. At McAfee,
we implemented an annual study to ensure
that male and female employees are
recognised and rewarded equally. We have
also developed a monthly review of gender
statistics so that progress is constantly
monitored and red flags are elevated, as well
as mapping the available talent pool against
available roles at McAfee to make sure that
there are female candidates throughout the
recruitment process.
Any organisation looking to make this
change and address the challenges
surrounding diversity in the workplace will
need to fully commit to the process and
follow it through after introducing it.
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