Inspiring inclusion for IWD

We’re excited to support this year’s theme for International Women’s Day 2024, of “Inspire Inclusion”.

This topic is hugely important in the world of jobs and careers, not just for women, but for all diverse groups and it continues to be a source of concern for job hunters.

Which is why we love the concept of “inspiring inclusion”.??

It shows that inclusion is not just about the practices and systems of organisations (although of course this is vital), but we can all individually take responsibility to make a difference to create and encourage more inclusive working environments.

We have the power to make a difference!

In this week’s Insider’s Guide to Getting Hired we look at International Women’s Day, why inclusion is so important and what we can do to ensure we’re treated fairly through the recruitment process.

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Why do we celebrate International Women’s Day?

International Women’s Day (IWD) stemmed from a time of great unrest in the early 1900s US, when women's oppression and inequality spurred women to become more vocal and active in campaigning for change.

Then in 1908, 15,000 women marched through New York City demanding shorter hours, better pay and voting rights.

Since 1911 IWD has been officially celebrated, marking over a century of history and change.

As the famous feminist, journalist, and activist, Gloria Steinem, said:

"The story of women's struggle for equality belongs to no single feminist nor to any one organization but to the collective efforts of all who care about human rights."?

IWD is an important time to remind ourselves of what can can happen when we stand up for what's right. It also reminds us of the work of these brave women and many others like them, and inspires us to take further steps towards greater equality now and for the future.

What changes for women do you want to see in the world?

How can you take steps to bring those changes to life?

Why is inclusion important and how is it impacting the workplace?

Inclusion is the practice of creating a work environment where everyone feels valued, respected, and supported, regardless of gender, race, ethnicity, disability, sexual orientation, or any other aspect of their identity.

It steps beyond diversity and asks for a representation of different groups in the workforce as it ensures diverse voices are heard, included, and empowered to contribute to the success of organisations.

Even today, women face significant barriers to inclusion in the job market. Despite making up half of the world’s population, women are still underrepresented, underpaid, and undervalued in many sectors and roles.

According to the Global Gender Gap Report 2023, created by the World Economic Forum

• Women’s participation in the labour force is 55%, compared to 78% for men.
• Women earn 68% of what men earn for the same work.
• Only 28% of women hold senior leadership positions in the corporate world.

Of course, the lack of inclusion and equality for women in the job market is a blow for women individually and collectively, but also for the economy and society as a whole.

?A 2015 report from the McKinsey Global Institute (MGI), titled “The Power of Parity” explored the financial impact of gender inequality.

They found that despite comprising 50 percent of the global working-age population, women generated only 37 percent of global GDP.

The research revealed that in a scenario, where all countries matched the performance of the most gender-equal country in their region, an astounding $12 trillion could be added to the global GDP by 2025.

This shows that gender inequality in the workplace is highly important to organisations, global economies, and individuals alike.

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How to avoid inclusivity problems in the recruitment process

First, let’s be clear - the responsibility for creating a fair and inclusive hiring process lies entirely with the employer, not the candidate.

Having said that, concerns about inclusive hiring practices are regularly raised by our members and followers, so we wanted to share some tips that you might find helpful if you have concerns about this aspect of the hiring process.

Inclusivity problems in the recruitment process are obstacles or biases that prevent candidates from diverse backgrounds and identities having equal opportunities and fair treatment throughout the hiring process.

Here are some tips that might support fairness in the hiring experience:

• Research the employer’s values, culture, and policies on equality, diversity, and inclusion. Look for signs of their commitment and actions to promote inclusivity in their website, social media, reviews, and awards.
• Probably the most important step you can take is to ensure that you're representing your job-relevant skills, experience and qualities via your job seeking tools in the best way possible.

If you use our Resume Readability tool, Job Match AI, and our Job Tracker, you can be sure that your resume/ CV, is ATS friendly and your most job specific attributes are picked out for your application. Simply - you are more likely to get through the hiring process.

You can find out more about our tools and membership here.

• Avoid including unnecessary or personal information that might trigger bias or discrimination, such as age, gender, race, marital status.
• Preparing for the interview by reviewing the job requirements, researching the company and the role, and practicing common questions. Dress professionally and appropriately for the industry and the culture. Be confident, courteous, and authentic, and showcase your strengths and potential.

Our Job Tracker tool can support you by generating interview questions specific to the job role you’re applying for.

Find out more about the Job Tracker available with our membership here.

• Ask questions about the employer’s inclusivity practices, such as their policies, initiatives, training, and support for diverse employees. This can help them assess the employer’s culture and values, as well as demonstrate their interest and alignment with the organization.
• Seeking feedback and support from others, such as mentors, coaches, peers, or organisations that specialise in helping marginalised groups in the job market. They can offer advice, guidance, and resources to help job seekers overcome challenges and improve their chances of success.
• Finally, if you believe you've been unfairly treated during the recruitment process, it’s advisable to contact the organisation. Express your concerns and seek clarification on any aspects that you found unfair. Open communication can help address misunderstandings and potentially lead to a resolution. Remember to remain professional and constructive throughout your communication.

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We're here to support and celebrate women in the workplace today and every day!

And our pledge to all of you, is to keep using our products to support greater equality, inclusion, and promote better hiring practices.

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For more detailed or individual advice, join us in The Hub membership, for access to our tools, resources and to get direct answers to your questions by our job seeking experts.

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