unlocking potential through gender inclusion: the key to building inclusive, future-ready workforces.

In today’s rapidly evolving job market, creating inclusive, gender-equitable workplaces is not just a value statement—it’s a strategic necessity for future-focused businesses. The 2024 Talent Trends report revealed that the skills gap is a prominent challenge for organisations, with 72% of leaders reporting concerns over workforce readiness. With 80% of companies shifting toward skills-based hiring to address these challenges, the emphasis on diversity, equity, and inclusion (DEI) is more vital than ever.?

Our Workmonitor 2024 industry trends report revealed that 42% of employees are urging employers to prioritise DEI initiatives. 76% expressed that flexibility is essential to maintaining gender equity, particularly for caregivers. Yet, despite this demand for change, 43% of women feel constrained by structural biases limiting their career growth.?

Reinforcing the importance of diversity in the workplace, the Workmonitor report goes on to reveal that a third (32%) wouldn't accept a job at an organisation that wasn’t making a proactive effort to improve its diversity and equity. Organisations must adapt to this demand for gender equity because more than half of Gen Z and millennials say they wouldn’t work for a company lacking a strong diversity agenda. By addressing these disparities and fostering inclusive environments, organisations can attract top talent and drive inclusive innovation in a competitive global market.

some challenges hindering gender diversity within organisations

skewed perception: Industries like construction, engineering, and tech are often seen as “male-dominated,” discouraging many young women from even considering careers in STEM fields. This perception, coupled with early misconceptions, limits the number of women entering STEM industries, creating a gender imbalance from the outset. This imbalance highlights that we must actively challenge stereotypes and promote these careers as viable, inclusive options for all genders.

the education-to-employment pipeline: Too few women are pursuing degrees and training in fields such as engineering, data science, and technology. Additionally, even among those who enter these programs, many women do not stay in the industry long-term. Many leave the sector within a few years, often due to limited career development opportunities or unwelcoming work environments. This loss of talent means fewer female professionals advancing into senior roles, exacerbating gender disparity.

stigma and lack of belonging: Workplace culture in many traditionally male-dominated industries can often fail to create an inclusive environment where women feel respected, heard, and supported in their career growth. A lack of representation in leadership, combined with subtle biases, can make it challenging for women to advance. For instance, industries like manufacturing and logistics are known for “old boys’ club” mentalities, which may inadvertently exclude women from key opportunities, mentorship, and visibility, stalling their career progression and diminishing a sense of belonging.

lack of flexibility: The nature of roles in industries such as healthcare often include shift work and non-traditional hours, which can be particularly difficult for women who may have caregiving responsibilities. Limited access to flexible work options can force women out of these sectors or discourage them from joining altogether.?

Addressing these issues through targeted efforts to improve flexibility, culture, and representation is essential to fostering more inclusive workplaces.

leading the way on gender inclusion: effective strategies for diverse recruitment

Last month, we hosted the Randstad Inclusion Lab to discuss how organisations can implement effective policies and practices to promote gender inclusion, diversify their talent pool, and drive business success in today’s competitive market. The key strategies that emerged from the discussion were as follows:?

customising EVP for local impact: To create more equitable opportunities for women in traditionally male-dominated sectors, companies must adopt a localised and inclusive approach to their Employer Value Proposition (EVP). Customising EVP to create a strong regional identity, mirror authentic experiences, and address specific local challenges can attract diverse talent.

flexibility and inclusivity in work practices: Incorporating remote work options, shifting focus to performance rather than traditional working hours, and giving employees autonomy over their schedules are crucial to attracting and retaining top talent. Organisations can also emphasise supporting women in their careers through adaptable shift schedules, sharing shift swaps, flexible schedules, and inclusive leave policies such as maternity leaves and phased return plans that make roles more accessible to women with caregiving responsibilities.?

eliminating bias in recruitment: Eliminating unconscious bias in hiring processes, from implementing inclusive language in job descriptions to standardising candidate evaluations to adopting data-driven approaches, will ensure fairness throughout the process. Additionally, shifting focus to "culture add" over "culture fit" to bring fresh perspectives further ensures diverse talent can enter and advance within the organisation.?

sourcing diverse talent: Sourcing talent from a broad pool, particularly from underrepresented groups, and proactively seeking women candidates can help diversify the workforce. Organisations can also build relationships with networks that support women by operating programs that promote authentic engagement with female candidates to drive impactful inclusion efforts.

innovative programs to support female talent: Launching innovative programs that specifically support female talent, like mentorship, leadership training, and creating structured career progression pathways can boost women’s engagement and long-term success.?

long-term engagement and community investment: Sustaining diversity efforts extend beyond recruitment and onboarding; organisations must invest in long-term engagement through community partnerships and local educational programs that build interest in different careers. Moreover, offering scholarships and internships could spark an early interest in male-dominated fields.

educational and behavioural initiatives: Initiatives that educate employees on gender inclusivity and foster a culture of respect and allyship are equally important. Leaders must be educated on fostering inclusive environments and challenging norms that inadvertently disadvantage certain groups. Inclusion efforts are about enhancing the diversity of thought, not exclusion.

retention strategies: Flexibility (remote work, parental leave, fertility support), mentoring, and creating a sense of community through employee resource groups are critical to retaining diverse talent. Furthermore, including clear career progression paths, regular engagement surveys, and responsive policies, are essential to creating a supportive environment where women can thrive and grow.

championing diversity counts

Diverse companies benefit from improved profits and growth opportunities. By making gender inclusion a core value throughout the organisation and leveraging data to identify and address inclusion gaps, companies can refine hiring practices to build a more diverse workforce. To achieve meaningful change in gender diversity, companies must embrace a data-driven approach to demonstrate the benefits of diversity and embed leadership accountability within diversity efforts. Setting ambitious diversity goals and pursuing them with persistence, while championing both men and women as role models for inclusion and advocating for flexible working arrangements, will ultimately create a truly gender-diverse and inclusive workplace.

missed the Randstad Inclusion Lab?

Access all the insights at https://www.randstad.co.uk/gender-inclusion-revolution-webinar/?utm_medium=organic&utm_source=linkedin&utm_campaign=randstad-inclusion-lab-september