LAW
Success – Companies where more than 30 per cent of executives are women are more likely to outperform less diverse peers in terms of profitability .
Talent – Employers should reflect upon diversity and consider what barriers might be preventing women from taking more senior roles .
grow , but attracting and retaining the right talent of any gender is becoming an ever-increasing challenge .
The National Labour Force Survey found in 2022 that nearly 70 per cent of businesses in the industrial science sector cited low numbers of applicants with the required skills as the greatest challenge to recruitment .
Companies that are unable to attract , retain and / or promote women are failing to realise the potential benefits of increased female participation .
Achieving greater diversity must not be overlooked in terms of the steps we need to take to ensure Teesside retains its position as a leader in the competitive global economy .
What can companies do ? Ultimately , industry-wide change requires industry-wide collaboration to develop , implement and communicate progress . However , individual companies can implement their own approach to diversity , equity and inclusion to help drive change from the inside out , and we can harness the power of the collective . It is crucial that executives , board members and shareholders recognise the value of a targeted approach to recruiting and retaining a diverse workforce . It is vital that each business is aware of the hurdles it faces at entrylevel and beyond to implement a topdown , targeted approach to cultivating a diverse and inclusive workplace . In a competitive recruitment environment , a focused approach should be taken to finding the right candidate . That means identifying not just the key skills required for the role but also ensuring that the working environment , practices and working patterns are appealing to a deeper pool of candidates .
Recruitment is just one step in the process .
Businesses should consider the barriers faced by women that do not affect men to the same degree . For example , systemic barriers such as maternity leave that may impede career progression , shift working patterns that are incompatible with caring responsibilities and part-time working hours . They should then implement targeted measures and training initiatives .
Developing clear career pathways will benefit both men and women by allowing them to step out of operational or frontline roles , depending on their personal circumstances , and still achieve future success . Employers should reflect upon diversity when succession planning and consider what barriers might be in place preventing talented women from taking more senior roles .
Employees can only be what they see – employers must celebrate and amplify the successes of the women in their business , promoting their sectors as industries where women can thrive , develop and progress , thereby inspiring the next generation . Many businesses are creating women ’ s networks . At WBD , WBD Thrive raises awareness of issues typically experienced by women , providing knowledge and tools to succeed in the workplace . Women ’ s networks could make meaningful contributions to a business ’ strategy on gender and equality , helping build sustainable , inclusive and progressive futures for all .
There is a golden opportunity for male colleagues , from the boardroom to the plant floor , to ally with their female colleagues in the sector and ensure that words lead to measurable actions .
Being an ally can be as simple as speaking out in support of female colleagues , or as complex as playing a direct role in promoting women into senior positions . The importance of male allyship in the drive for gender parity is key . Ultimately , if women are supported to succeed , everyone in the business will benefit . In the short term , a business may choose to partner with or sponsor a local campaign that focuses on equal opportunities , encouraging female leadership and promoting inclusivity , such as the Power of Women , which was founded by Tees Valley business leaders and aims to improve the lives of young people living and working in the Tees Valley and beyond . Visit powerofwomen . org . uk for more details .
Get involved in International Women ’ s Day 2024 and use it as a springboard for discussing gender diversity in the workplace .
The voice of business in the Tees region | 97