Client Resources

What Are the Differences in Recruiting Men vs. Women?

Gender diversity in the workplace is more topical than ever, and its rise is being driven by more than just notions surrounding equality.

Businesses are increasingly recognizing the soft skills women are known for, such as empathy and collaboration, are more necessary than ever for success in today’s workplace. Therefore, ensuring a proper gender balance, especially in leadership roles, is a major priority for many businesses today. And to be able to do so, businesses may have to think differently around their hiring and branding approaches.

A recent survey by ERE Media revealed men and women have very different priorities when it comes to finding a new job.

When asked what the No. 1 thing they could not compromise on when it came to accepting a job offer, nearly 48 percent of male respondents said salary, while only about 37 percent of female respondents said the same. For women in the survey, 39 percent said work-life balance was their No. 1 priority, and only about 28 percent of men agreed.

Making work-life balance a priority

For companies looking to attract and retain female workers, the message from the ERE survey should be clear: You need to prioritize the work-life balance of your current and future employees. This means leaving work at work and having a policy that significantly limits contacting employees when their shift has ended.

Companies should also consider allowing for flexible schedules. One common policy allows workers to leave early if they come in early, or come in late if they leave late. This allows parents to take their kids to after-school activities or morning doctor’s appointments.

Another common schedule flex allows for employees to adapt their schedule on a long-term basis. For instance, they might be able to work four 10-hour days to avoid paying for a fifth day of child care.

While these are common approaches to help employees maintain a work-life balance, they shouldn’t be seen as a one-size-fits-all solution to increasing the amount of women in your organization. A great way to gain real insight is to survey your current female employees and ask them for suggestions.

Why women leave a job

The ERE Media survey also asked why people left their last job and the responses also indicated a gender divide. Men were most likely to say they left for more money. Several main reasons were popular among female respondents, including changes to personal life, disliking an employment situation, wanting more money and looking for more meaningful work.

For companies looking to hire and retain women, the survey indicated they should not only prioritize a work-life balance, but also ensure that women’s job-related concerns are being heard and addressed. Furthermore, companies should make an effort to connect employees’ work to a greater meaning or purpose.

Work with a top supply chain recruiter

At ZDA, we help companies employ a diverse workforce. If you are looking to fill your organization with people from a range of different backgrounds, please contact us today to work with a top supply chain recruiter.


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