However, the corporate environment is still, in many cases, hostile to women. It is necessary to admit that there are gaps that prevent women from accessing, attracting and retaining them in the job market. Therefore, in the face of this movement, companies and organizations need to, in addition to rhetoric, be prepared in practice to include and meet the specific needs of women. Only in this way, by embracing their particularities and desires, will they be able to truly act safely and fulfill their full potential.
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It is important to understand what women value in an organization, that is, what they desire and expect from a place that claims to be prepared and willing to welcome them. In this sense, in her latest article, “ What do women want at work and how can organizations support them? ”, the Director of Strategic People Management at ManpowerGroup Brazil, Wilma Dal Col, delved deeper into the issue. And we invite you to read it in full. In her text, Wilma brings us the study “What Women Want (At Work)” , by ManpowerGroup, which gathered guidelines to support companies in their actions to attract, retain and develop women. See the main guidelines:
What do women want in the world of work?
- 80% want managers and teams who support them
- 70% want opportunities to develop their careers
- 49% want autonomy and flexibility
- 33% want paid leave and mental health support
When we look at the information, it becomes clear that women need to rely on others. Support from managers and staff is one of the main concerns, according to the data collected. We therefore have something that is essential for companies to have women on their staff: creating an inclusive culture and investing in preparing leaders to deal with the demands of the female workforce.
The role of care in the reflection of women in organizations
When we talk about looking at specific demands, we are talking about promoting initiatives that enable women to be present in organizations, in a society in which the role of care has historically been attributed to women. There is an overload that has lasted for centuries and that places all the responsibilities of the home and children on women.
The lack of division of household and family tasks has a major impact on women’s professional lives. Therefore, organizations play a sensitive role in recognizing this imbalance and seeking alternatives so that women are able to act as professionals, even within this unfair dynamic.
In the data cited above, we can see how flexibility is something relevant for women: 85% want autonomy to choose what works best for them and for their routine that encompasses different functions outside of work. Companies that look at this issue are closer to the fundamental gender equality.
Gender equality is urgent
I understand that talking about and practicing gender equality within organizations is no longer in the future of work. For me, these actions are — and how to carry out an efficient email marketing campaign need to be — in the present. The time is now or we will lose even more time.
And although the proportion of women among qualified professionals is increasing, there is still a gap between incomes and the presence of women in leadership positions. According to the World Economic Forum’s Global Gender Report, currently, 61.9% of women and 80.1% of men make up the workforce, with women representing only 39.4% of management positions in Brazil.
But how and why attract women to the organization?
After this important contextualization, you may be asking yourself: how and why should I attract women to my company? It is a fact that how much do companies spend on google advertising? including women and having diversity in the job market is a humane attitude, of valuing and recognizing skills and abilities. On the companies’ side, a study conducted by the International Finance Corporation showed that incorporating more women into companies brings benefits such as:
- access to the best available talent: the number of potential female professionals to fill vacancies has increased, from the lowest levels to management positions;
- strengthening teams: women often have the ability to bring people together and welcome opinions and proposals, finding more assertive solutions and favoring the formation of multiple and dynamic teams;
- improved work environment: in general, women have a greater capacity for empathy and a greater tendency to value others, as they are more willing to look out for people’s needs. In addition, with greater ease in communication and feedback, they contribute to improving the work environment and resolving conflicts;
- Greater representation: By hiring women, it is possible to ensure that a company’s workforce represents its customer base, offering diverse knowledge about consumer preferences. It is worth noting that, worldwide, women influence 80% of purchasing decisions.
Therefore, corporate investment in initiatives to attract and retain women must be a two-way street, in which both employees and employers benefit from real benefits.
And what are the steps to attract women to my company?
Finally, I would like to share with you a little bit about the journey to promote the attraction, retention and development of women azb directory in organizations. I believe that the first step is to make a commitment internally, with a serious conversation about diversity and gender equity within the company. I see this awareness.