This International Women's Day, we interviewed some of our team asking them to share their thoughts on how we can #ChooseToChallenge.
We can all choose to challenge and call out gender bias and inequality. We can all choose to seek out and celebrate women's achievements. Collectively, we can all help create an inclusive world.
Meet Jordan White, consultant in our claims and operations team in the UK.
1. Which assumptions or preconceptions would you like to challenge about women at work in 2021?
That hiring a woman between the ages of 25-25 is a risk to the business if they take time off to have children!
2. Within your market / industry sector, what progress have you seen businesses take to progress gender equality?
Lots of clients we work with have put a lot more emphasis on diverse hiring, specifically requesting a more balanced shortlist of candidates and especially targeting women returning to work after having a baby or taking time out to care for their children.
3. What is one action companies can take to further balance their talent attraction strategies?
Offering more flexible working and promoting a better work/life balance.
4. What is your top advice for making job descriptions more inclusive?
Studies have shown that generally women are less likely to apply to job adverts unless they think they are 100% qualified for the role whereas men tend to apply if they meet 60% of the requirements. Job descriptions and adverts clearly stating "desirable" vs "essential" skill sets are more likely to attract women to apply.
5. Are there any companies you admire for the ways in which they celebrate women's achievements?
In our market, Convex are doing great things to attract women who have taken a career break and are looking to return to work. Historically, taking a few years out of the industry could have been a blocker when applying for roles, so I really admire how Convex are celebrating the achievement of raising a family and choosing to return to the workplace.
6. What can organisations do to shift pre-conceived conceptions about flexible working?
The one and only thing the pandemic has been good for is demonstrating how successful and hardworking people are whilst WFH and having a better work/life balance. I think the myth around flexible working not being good for a business is thankfully changing!
7. How can organisations support their employees in raising awareness against bias?
Supporting and promoting initiatives like International Women's Days is a great start! Also making sure charities focusing on women's issues are discussed and included as part of their CSR.