Improving gender balance in candidate pools from 17% to 39%

Have you considered the gender balance within your company and how your candidate pool does reflect diversity?

Your company is in competition for top talent, not only with other tech companies but also with big retailers, banking and insurance firms, and others heavily investing in digitalization. These companies often offer a better gender balance than traditional tech companies.If you haven't yet prioritized gender balance, now is the time to start. It's crucial to take a serious look at your metrics and assess your organization's ability to attract and retain diverse talent.

5 actionable tips to make impact

1. 𝐓𝐚𝐫𝐠𝐞𝐭𝐞𝐝 𝐎𝐮𝐭𝐫𝐞𝐚𝐜𝐡: Actively seek out diverse candidates by partnering with organizations that support women and underrepresented groups in tech. Attend e.g. our events aimed at hashtag#womenintech at Clusity 🌱 the #womenintech community! 😎

2. (𝐅𝐞𝐦𝐚𝐥𝐞) 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐍𝐞𝐭𝐰𝐨𝐫𝐤: Encourage employees to refer diverse candidates. Leverage on hashtag#similaritybias: Female employees often have more women in their networks. Increase referrals by highlighting the women working at your organization. Check what we did for the women at Flexso: https://lnkd.in/eCRhEm4m

3. 𝐑𝐞𝐯𝐢𝐞𝐰 𝐇𝐢𝐫𝐢𝐧𝐠 𝐏𝐫𝐨𝐜𝐞𝐬𝐬: Ensure both men & women participate. Train hiring managers and interviewers on unconscious bias and use a structured interview processes to ensure objectivity in candidate evaluation. Remember, bias exists for both genders.

4. 𝐒𝐮𝐩𝐩𝐨𝐫𝐭 𝐍𝐞𝐭𝐰𝐨𝐫𝐤𝐬: Establish employee resource groups or networks for women and underrepresented groups to provide a sense of community and support within the organization. Connect internal groups with relevant external communities. Such as Clusity 🌱 the #womenintech community 🌱 😍

5. 𝐏𝐢𝐩𝐞𝐥𝐢𝐧𝐞 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭: Invest in programs aimed at encouraging girls and students from underrepresented backgrounds to pursue careers in STEM fields, and build a diverse talent pipeline for the future. Be a partner at events to enhance visibility & engagement e.g. at our event cohosted with Karel de Grote-Hogeschool, IBM, KBC Bank & Verzekering , EpicData , CM - Christelijke Mutualiteit Colruyt Group STIB-MIVB and many others!

The evolution that Flexso has experienced:

𝘚𝘪𝘯𝘤𝘦 𝘵𝘩𝘦 𝘤𝘰𝘭𝘭𝘢𝘣𝘰𝘳𝘢𝘵𝘪𝘰𝘯 𝘸𝘪𝘵𝘩 𝘊𝘭𝘶𝘴𝘪𝘵𝘺 𝘢𝘯𝘥 𝘰𝘶𝘳 𝘪𝘯𝘷𝘦𝘴𝘵𝘮𝘦𝘯𝘵 𝘪𝘯 𝘥𝘪𝘷𝘦𝘳𝘴𝘦 𝘵𝘢𝘭𝘦𝘯𝘵, 𝘵𝘩𝘦 𝘱𝘦𝘳𝘤𝘦𝘯𝘵𝘢𝘨𝘦 𝘰𝘧 𝘧𝘦𝘮𝘢𝘭𝘦 𝘤𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦𝘴 𝘳𝘰𝘴𝘦 𝘧𝘳𝘰𝘮 17% 𝘵𝘰 39%. 𝘙𝘦𝘮𝘢𝘳𝘬𝘢𝘣𝘭𝘺, 𝘵𝘩𝘦 𝘪𝘯𝘤𝘳𝘦𝘢𝘴𝘦 𝘢𝘭𝘴𝘰 𝘤𝘰𝘯𝘵𝘪𝘯𝘶𝘦𝘥 𝘢𝘮𝘰𝘯𝘨 𝘵𝘩𝘦 𝘮𝘰𝘴𝘵 𝘵𝘦𝘤𝘩𝘯𝘪𝘤𝘢𝘭 𝘱𝘳𝘰𝘧𝘪𝘭𝘦𝘴, 𝘳𝘪𝘴𝘪𝘯𝘨 𝘧𝘳𝘰𝘮 10% 𝘵𝘰 20%

By implementing clear strategies and actions, tech companies can work towards a better gender balance and an inclusive workforce, leading to increased innovation, employee retention, and even improved financial results.

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