Intelligent CIO Europe Issue 24 | Page 34

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. www.intelligentcio.com