When your organisation relies on clear communication with the public or other businesses, it pays to have a variety of perspectives at your disposal. Having a healthy mix of people with varied experiences can help to drive innovation and creativity, as well as enhance your workplace culture. This is why ensuring gender diversity is essential for a strong marketing or PR team.
We found in this year’s Hays Gender Diversity Report that marketing is one of the better professions for gender diversity, with almost half of all marketing respondents (46%) saying their teams are balanced. Over a third (39%) stated that their teams mostly comprised of women, which means there are still imbalances which need to be addressed.
Here are three methods you can use to improve gender balance at your organisation.
Appoint a diversity and inclusion champion
As many of our contacts have noted, appointing somebody to own all aspects of diversity and inclusion (D&I) at your organisation is a very effective means of ensuring greater engagement. We have found that 23% of marketers are unsure if their organisation has any programmes or policies in place to support greater gender D&I in the workplace. This is despite 78% of marketing professionals believing that these programmes are important for attracting and retaining the best talent.
By appointing a champion to take responsibility for D&I at your organisation, you can better direct communication with all staff to improve engagement with and awareness of the benefits of gender equality. A champion can also interact with senior management to ensure buy-in from leaders who can encourage greater uptake of D&I programmes from their teams.
Establish clear development plans for staff
Almost half (47%) of all professionals are dissatisfied with their current seniority level, and this is compounded by the high proportion (45%) of both men and women who are not at all confident that their line managers support their ambitions.
Career progression is a concern for both genders, and can lead to frustration and a higher likelihood that they will look for a new job. Clear frameworks for progression can help mitigate this risk and help maintain a healthy balance of men and women in senior roles. Positively, in my experience, women are more likely to occupy senior roles in marketing than they are in some other professions.
Try using blind CVs
To remove any chance of unconscious bias and ensure gender neutrality when recruiting for new members of staff, many employers are now opting to remove names from CVs. This helps to reduce bias in much the same way as removing date of birth from CVs helps to counter ageism during the recruitment process.
This ensures you are always getting the best candidate for your available role, as those invited to interview would have been chosen based on their marketing skills and experiences alone. Due to its gender neutral standpoint, 68% of marketing professionals would be in favour of this approach.
These are just three ways you can help to ensure gender balance amongst your teams and reap the benefits to culture, innovation and creativity that are vital to successful marketing. To find out more about the current state of gender equality at work, and to download your copy of this year’s Gender Diversity Report.
To find out more, or to discuss your recruitment needs in this field, please contact your local consultant.