4 Ways Employers Can Grow Their Pipeline of Female Workers

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4 Ways Employers Can Grow Their Pipeline of Female Workers

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Women and workplace equality -- we have been talking about this issue for decades and still have not witnessed a truly equal setting. Here are four ways employers can grow their pipeline of female ...

Women and workplace equality -- we have been talking about this issue for decades and still have not witnessed a truly equal setting. Here are four ways employers can grow their pipeline of female workers.

Nancy Mellard, is the National Leader of CBIZ Women’s Advantage (CWA)- a program that directs the development of women professionals through focused leadership, mentoring and networking programs. She also serves as Executive Vice President and General Counsel at CBIZ Employee Services. She is dedicated to"women helping women succeed in business.” www.cbiz.com

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  • 1. READ ON 4 Ways Employers Can Grow Their Pipeline of Female Workers Women in Business
  • 2. Time for us to look down the ladder Women and workplace equality -- we have been talking about this issues for decades and still have not witnessed a truly equal setting. Too many businesses are focused on the "top" -- who is running the firm and who has a seat at the boardroom table. We can't forget the middle managers, who ultimately are the future of the C- suite. Employers should consider these steps for building a better pipeline of women...
  • 3. Be thoughtful and conscious in the recruiting process. Recruitment and retention are things that employers and hiring managers do deliberately, so intentionally make female candidates a focus for both hiring and professional development opportunities. Step #1 Now Hiring
  • 4. Step #2 A firm's culture is the fabric of their board. It will take the power of those in leadership to finally make a change in gender equality. As the leader, ensure your board is clear that your culture includes this parity. Be clear on your company's culture
  • 5. Step#3 What do your managers need? Those in the middle ranks can be passed over when it comes to assistance ­­they are no longer subordinate staff, so they don't need feedback or guidance, right? Wrong. This group is the future and likely the real workforce pushing your company forward. Be interested and invested in their needs. of needs Be Supportive
  • 6. Look into the negative Something must be preventing gender equality, so focus on what that is. Looking into the negative is the only way to get the positive -- this may be the mindset we are missing. Step #4
  • 7. National Leader of the CBIZ Women's Advantage, a program that directs the development of women professionals through focused leadership, mentoring and networking programs. Executive Vice President and General Counsel at CBIZ Employee Services 25+ years of legal, licensing and compliance experience in the insurance industry. Contributing author to the CBIZ Human Capitalizing Blog www.blog.cbiz.com Follow me on Twitter @NancyMellard Nancy Mellard www.cbiz.com