Retaining women leaders has always been challenging for firms. Despite various reasons cause professional breakups, being overworked and feeling unrecognized irrespective of efforts, are the most common. Female leaders also seek a different yet modern workplace culture backed by technological advancement that matches international standards.
With more than 95% of our workforce being females at See & Recruit, we, fortunately, have overcome the obstacle of retaining women leaders by following some ground rules. S&R is proud that most of our departments are headed by female professionals, from our COO, Real-Estate Head, to the HR department Head. We heavily emphasize our organizational culture and ensure that women are given equal opportunities as men at See & Recruit.
If your firm is facing the same challenge of retaining women leaders, then look at these points below, which can help you overcome the problem.
1. Prevention Of Conjecture About Women’s Career Aspirations: At the workplace, colleagues or seniors often assume the career aspirations of female professionals but do not consider talking to them directly for clarity. Even though the intent behind these preconceived notions might not be spleen, they are bothersome for female leaders. Individuals who perform well at work don’t like others deciding things for them.
2. Lack Of Potential-Oriented Promotions: Due to discrimination based on gender, female employees’ promotions are based only on their performance and rarely on potential. In contrast, male employees are often promoted based on potential. Such biased decisions often aid female employees’ sluggish career pace and lead them to resign rather than stay. However, if such a practice is restrained, it gives a window for female workers to stay back.
3. Work Culture Holds A Lot Of Significance: A healthy workspace that exercises hierarchical transparency and shares frequent feedback paves the way for female employees to grow and get equal opportunities as their male counterparts. Additionally, if working hours are flexible, working mothers or married females will feel more motivated to come to work every day. Fostering open communication among employees also enhanced the chances of female leaders not quitting.
4. Pay Parity Is A Part Of Work Culture: For the longest time, women have struggled for their right to pay parity and to narrow the gender wage gap. Executing equitable pay in a firm constantly improves the retention rate. If any company offers stocks, grants, or equity-based rewards to its women employees, it is taken optimistically and infuses trust within the organization. Hence, the chances of the attrition rate remaining low are high.
5. Amalgamate Diversity & Inclusion In The Organisation” When the strength of female workers is spread across all organizational levels, it translates into better company performance overall. Females designated to leadership positions are competitive and aim to align their professional goals with the company’s goals. Diversity should happen across levels, as diverse teams usually perform better.
