The staffing industry has made significant strides towards supporting women in leadership over the past few decades. As businesses in the sector hire more women, it’s an ideal opportunity to take the next step towards meaningfully establishing gender equity in the industry and realizing the full potential of everyone on the team.
The key? Inclusion. It’s a term that’s growing in relevance throughout the business world. In fact, the theme of International Women’s Day in 2024 is Inspire Inclusion, highlighting that “ when women are inspired to be included, there’s a sense of belonging, relevance, and empowerment.”
Evidence shows that companies with diverse workforces can unlock the benefits of that diversity by fostering inclusion. When everyone feels a sense of belonging, they can contribute more around the table, leading to a stronger workplace culture and better business outcomes.
What is inclusion?
Inclusion is often paired with diversity, but there is a key distinction between the two terms. While diversity describes who is represented in an organization, inclusion describes the act of ensuring that everyone can fully participate. When women feel welcome and included, they may feel comfortable contributing their unique perspective and experiences, which benefits both individuals and the business.
Ensuring a sense of inclusion within a company is critical to making sure that women are represented at every level of the organization. It results in a better work environment for women by fostering a feeling of belonging, and it also enhances the decision-making process by allowing a variety of viewpoints to be considered in every conversation.
Why is inclusion so important for women in the staffing industry?
Inclusion is integral for ensuring that women thrive, achieve, and advance in the staffing industry. While women make up 66% of employees at staffing firms according to one U.S. survey, they make up just 33% of board seats. Furthermore, in the firms surveyed, just 17% of CEOs were female if the founder of the staffing firm was male and just half of the respondent companies said that they track and analyze pay equity at their organization.
The takeaway from the data? In an industry with a strong female presence in the workforce, women are underrepresented in leadership positions. The numbers indicate a need to get more women on boards and into the C-suite.
In practice, that means building a pipeline of women who are inspired and empowered to pursue leadership positions. It also means ensuring that staffing organizations are cultivating a culture of inclusion, ensuring that women feel a sense of belonging throughout every stage of their career.
Progress is happening. The growing gender parity in executive positions in the staffing industry demonstrates the industry’s commitment to including women in leadership positions. The next step for organizations looking to support women in their ranks is to boost inclusion.
How can the staffing industry support inclusion?
Leaders in the staffing industry can help to support inclusion through a range of simple actions and policies.
Seek out women candidates
The first step? Increase gender diversity by bringing in more woman candidates for leadership roles. To seek out qualified women, reach out to your organization’s networks, asking specifically for leaders who are great at what they do.
Once your network is exhausted, explore other resources that could help. Advocacy organizations and professional groups can be a great resource, as can a good executive search firm. They can help you find better candidates of all genders than those your company could find on its own.
Implement inclusive policies and programs
Formal and informal policies play a vital role in successfully supporting inclusion in a workplace. Of course, an equity, diversity, and inclusion (EDI) policy is integral. However, within that policy, it’s also pivotal to target actions that specifically address inclusion.
Mentorship and sponsorship programs for women can provide a helpful leg up for women by connecting them to someone who can answer their questions and support their career growth. Policies that allow for various ways to contribute feedback are also meaningful because they ensure everyone gets to share their voice.
To hold companies accountable, such policies and programs should be evaluated against measurable goals and outcomes. Make sure you understand what your organization is trying to achieve and how the program can help your company get there.
Connect women with training and education
Many women in the staffing industry may not be aware of the educational programs available to help them get ahead. Help woman leaders grow their careers by pointing them towards professional development courses that can equip them with new skills and certifications. Such programs also provide valuable networking opportunities to grow their careers.
The bottom line
While the staffing industry employs a significant number of women, the next step is to ensure that women are represented in senior leadership positions in the field. Fostering inclusion is key to reaching that goal. By ensuring that women feel a sense of belonging and have the opportunity to share their voices around the table, staffing companies can meaningfully increase gender equity in the industry.
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