According to the LinkedIn study, 78% of HR practitioners reported that diversity is a top priority for hiring and attracting talent, gender diversity in particular. Despite this, only one in five C-suite executives is a woman today, and women are still undermined at all levels of the corporate hierarchy.

While it’s been observed that organizations with more female employees in management roles lead to better financial results and organizational performance, the talent professionals are not doing much to drive women’s attention to join hands with your company.

The LinkedIn report suggests the following strategies to attract more women in the future and diminish the existing gender gap.

Redefine Job Adverts

While men apply for a job even if their skills meet 60% of the job description, women prefer to apply only for jobs with a 100% match. In the Gender Insights Report, Harvard reported that while men and women viewed almost the same number of jobs in 2018, the applying rate varied considerably. However, the chances of women applying for a job after viewing it tend to be 16% lesser than men, surprisingly the chances of women getting hired are 16% more than men.

This indicates that women are more selective and take extra care while applying for jobs, so companies need to define their job adverts more effectively and while keeping women in mind. For example, Johnson & Johnson pulled off a 9% rise in attracting women by substituting gender-specific language with a rather neutral choice of words.

Equal Opportunities for Men and Women

Opportunities should be based solely on employees’ skills and competencies. Provide equal possibilities to both men and women for growth and career advancements. Conduct a regular assessment to survey the number of women in senior leadership positions and take necessary actions to achieve gender balance in C-suite.

Be Vigilant about Sexism

Women are more likely to apply and stay longer in companies that take robust actions against sexual harassment, gender discrimination, and sexism. Management and HR leaders must design strong policies to eradicate sexual aggravation in all forms from the office culture. The best way is to provide training and educate employees about gender microaggression and unconscious biases – and their This means educating employees about unconscious biases and benevolent sexism—and their repercussions.

Flexibility & Inclusivity

Flexibility is the future of work. Companies must provide flexible and inclusive work culture to attract and retain highly-skilled women. The key performance indicators should focus on employee efficiency and expertise than hours spent at the desk. Women prefer working with employers who give them the liberty of managing both work and life effectively.

In a nutshell, women are more likely to work with companies where they are equally treated and appreciated, given work flexibility and attractive financial propositions to lead a good life.