In today’s evolving workforce landscape, fostering diversity and inclusion isn’t just a moral imperative; it’s a strategic advantage. However, achieving gender diversity, particularly in STEM industries, remains a significant challenge. Despite efforts to bridge the gender gap, women are still underrepresented in key leadership positions, hindering organisational growth and innovation.
Worrying trend: Tara Sophia Mohr highlighted a startling trend in the Harvard Business Review: women tend to apply for jobs only if they meet 100% of the qualifications, while men apply if they meet just 60%. This phenomenon has profound implications for recruitment strategies and organisational diversity.
Gender diversity in leadership roles: The issue extends beyond the initial recruitment phase. Gender diversity at leadership levels remains alarmingly low. Statistics from industry.gov.au reveal that while women constitute 37% of STEM university enrolments, they hold only 15% of STEM jobs and occupy a mere 23% of senior management positions. Similarly, data from Zippia underscores the disparity, showing that women hold just 10.4% of leadership roles in Fortune 500 companies as of 2023.
Missed opportunity: This lack of representation and diversity provides missed opportunity for businesses, but also influences decisions of young people, particularly females, entering the industry. Research cited by Zippia indicates that companies with a diverse executive team are 30% more likely to outperform their counterparts. Moreover, the Workplace Gender Equality Agency (WGEA) demonstrates that increasing the representation of women in leadership roles can add substantial market value to organizations.
So, why do talented women hesitate to apply for roles? Mohr’s research suggests two primary reasons: feeling underqualified and adhering strictly to job requirements. As someone entrenched in STEM recruitment for two decades, I’ve observed these barriers firsthand.
This all starts with the job description- contrary to popular belief, most job descriptions represent idealistic “blueprints” rather than strict prerequisites. Employers often seek candidates who can fulfill 75-90% of requirements, with the intention of nurturing their skills and facilitating growth within the role. However, from what we know about females’ engagement with the application process they are less likely to take this leap, based on perceived skill gaps. While on the other hand, men typically exhibit greater confidence in their ability to learn on the job.
Conversations with female candidates often reveal a reluctance to apply for roles where they lack a specific skill or experience, despite being well-equipped for the position. This hesitancy perpetuates the cycle of underrepresentation and has a significant effect on career progression. So why aren’t we rethinking how we are advertising?
What’s the solution? It begins with a fundamental shift in recruitment practices and leveraging the expertise of recruiters. Partnering with recruiters enables organisations access to a diverse talent pool while addressing gender biases in hiring.
Recruiters are instrumental in identifying transferable skills and qualities that surpass conventional job requirements. Often fostering long-term relationships with candidates, we have a deep understanding of their capabilities, experiences and cultural alignment. Together with a comprehensive insight into our client’s requirements and ethos, recruiters can effectively convey the value of a role to prospective candidates, encouraging them to apply and engage in the recruitment process.
By bridging the gap between employers and a pool of diverse candidates, recruiters facilitate meaningful connections that drive organisational success. While there may be associated costs with partnering with a recruiter, the long-term benefits far outweigh the investment.
In conclusion, achieving gender diversity isn’t just a matter of goodwill—it’s a strategic imperative for organisations seeking to thrive in today’s competitive landscape. By embracing inclusive recruitment practices and partnering with recruiters who understand the importance D&I plays in organisational success, businesses can unlock the full potential of female talent, driving innovation, and fostering a culture of diversity and inclusion. It’s time to rewrite the narrative and build a future where every voice is heard, and every opportunity is within reach.