Let’s Get to Work! Labour Markets Still Failing to Attract Women

According to the International Labour Organization , just under 47% of women are employed or actively looking for a job . That so-called ‘global labour force participation rate’ is 72% for men. That’s a 25% difference, with the gap reaching 50 percentage points in some regions. The world of work is in desperate need of inclusion.

The reduced representation of women in labour markets is one of the many inequalities plaguing the current world of work. The right to chosen, decent, safe, and fair work is integral to human welfare, as underlined by the United Nations’ Sustainable Development Goals and the ILO’s Decent Work and Social Justice agendas. On this International Women’s Day 2024 and its call to “inspire inclusion”, reflecting on how we can recruit, retain, and develop female talent should help us to create work environments where all women are valued and respected and, therefore, achieve gender equality.

?

What’s Holding Women Back

Fiona Joyce B.Sc., NRF CertRP, APA , Executive Consultant and Team Leader at Sigmar Recruitment, observes daily the factors limiting women's labour market participation. “For many women workers who are looking to return to the workforce, after raising their families, for example, the thought of returning to a workforce where skills, systems and technologies have moved on since their last role can be quite daunting. ?Many feel that they have lost their skills or that others have overtaken them.? The resulting damaged confidence holds them back from even applying for jobs. They absolutely have the motivation and the skills to compete, but they hold back. My priority with anyone I support in the job search is to rebuild that confidence with coaching and encouragement, reinforcing their capabilities and guiding them through the recruitment process.”

?

The world of work has been through many transformations in the past decades, but the Covid-19 pandemic has profoundly impacted how we work. According to LinkedIn , candidates still highly value three priorities that surfaced during the pandemic : work-life balance, flexible work arrangements, and upskilling. And women tend to prefer flexibility even more. They are 24% more likely to apply for remote roles than men due to the flexibility that such positions offer in juggling family and work responsibilities.

?

Overall, there is no longer a one-size-fits-all approach to meet the needs of different types of workers. So, what’s needed to recruit, retain and develop more female talent?

?

Diversifying the Contracts Offered

Offering diverse forms of work is a first step. One of the more enduring legacies of the Covid-19 pandemic has been a renewed focus on accommodating more flexible workforce solutions. This is significant because flexibility is also the key to making our workplaces more equitable, diverse and inclusive.

?

Thanks to the reduced entry barriers and the flexible nature compared to permanent, full-time positions, agency work is an attractive pathway to employment for women. Globally, 42% of agency workers are women (compared to a global share of 39.7% of the total working population). Depending on the industries where agency work is predominant in each country, the proportion can be higher, as shown in the World Employment Confederation data , the global trade association for HR services.

?

“Agency work is a great way to dip a toe back in the world of work, especially for women who have been away for a while,” explains Fiona Joyce. “As recruitment consultants, we have an overview of the labour market, and so we can advise on the different alternative routes available to workers, whether temporary or permanent employment, depending on their needs, personal motivations, and desires.”

?

Revamping Recruitment Practices

Adopting a skill-based approach can help increase the inclusiveness of hiring practices. This approach focuses on specific skills rather than traditional qualifications, such as degrees or years of experience. This shift is a way to access a broader talent pool – a strategy which also helps close the gender gap.

?

A good example relates to women coming back from parental leave. Fiona Joyce observes that “returning mothers often feel like they no longer have the skills that the world of work demands. But it is actually the opposite! They have developed competencies in budgeting, communication, negotiation, etc. (in addition to the skills developed from previous work experience). They’re just not identifying them as skills transferrable to the workplace. Our role as recruitment consultants is to help them see that value.”

?

Giving Perks: the Ones That Matter

Benefits, such as well-remunerated parental leave, childcare facilities, flexible working arrangements, and remote work options, can be crucial in attracting and retaining more women in the workplace. Not only would women workers benefit from improved working conditions, but also because it enables men to get equally involved in balancing family and work constraints, relieving women from that burden.

?

From her interactions with client companies, Fiona Joyce sees many employers requiring a return to the office. However, this trend does not align with workers’ expectations. “Across the board, men and women alike are seeking hybrid work as a priority, with a smaller section still seeking fully remote work,” she explains. “Being the interface between clients and candidates, we are helping both sides to adapt their expectations to these new realities. For some companies, these new ways of working are clearly successful and actually helped them grow!”

?

A review of existing policies by the legal network Ius Laboris establishes how much family leave policies still vary widely across the globe, but there is room for employers to put complementary benefits in place. In the agency work sector, for instance, bipartite funds (financed by both workers’ and employers’ organisations) offer valuable services that help working parents. In France, single mum, Jennifer, would have never been able to work without the support of the FASTT .

?

The HR Services Industry Drives the Inclusion of Women in Work

In a still profoundly unequal world of work, HR services companies can help people who are usually “shut out of labour opportunities” find new pathways to employment while maintaining their living standards. One recent case of Fiona Joyce illustrates how much HR services consultants facilitate the connection between the companies and the candidates.

?

“One of my candidates was returning to work after a 10-month gap following a bereavement. She was very nervous throughout, and particularly through her interview process. She was doubting herself, feeling that the position was almost too big for her. Throughout the recruitment process, we exchanged calls, voice notes, emails, text messages, etc. to reassure her. I even downplayed the actual salary she could expect to reduce the pressure she felt! Since I also have a great relationship with the client company she was interviewing for, I could also reassure them about her competencies. Despite her nervousness, she rocked the interviewed and she was hired!” Fiona rejoices. ?

?

Every day, the members of the World Employment Confederation are committed to driving inclusion, and the HR services industry is more than ever a strategic partner for both workers and employers to deliver the work we want.

International Women's Day 2024: “Inspire Inclusion”

International Women's Day (IWD) is a global celebration of the social, economic, cultural, and political achievements of women. Each year, this day serves as a powerful reminder of the progress made towards gender equality and highlights the work that still needs to be done.

In 2024, the campaign theme Inspire Inclusion underscores the crucial role of inclusion in achieving gender equality. It calls for action to break down barriers, challenge stereotypes, and create environments where all women are valued and respected. Inspire Inclusion encourages everyone to recognise the unique perspectives and contributions of women from all walks of life, including those from marginalised communities.

Everyone everywhere can inspire inclusion. How do you or your organisation inspire inclusion in the world of work? Let us know in the comments below!