1. Offer a Fair and Transparent Salary Range
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Women have been found to ask for less money than men when asked the question, “What do you think your salary should be?” Interviewers should provide a fair and transparent salary range and ask applicants to place themselves in it.
2. Mentor Employees and Offer Fair Career Progression Plans
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Offering leadership programs and career progression plans can ensure that all employees feel valued and empowered.
3. Make the Workplace Flexible
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Women are more likely than men to have conflicting priorities. Employers should look to create an open and balanced workplace environment to help them manage their lives and workload.
4. Introduce Quantifiable Metrics
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Quantifiable metrics will help your workplace calculate certain quotas and promote a 50–50 gender split on all teams.
5. Use the Power of Networking
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Offer networking opportunities to help women build confidence and develop their careers.
6. Reassess Job Requirements for Senior Roles
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Organizations that fail to hire women for senior roles should assess what barriers may be preventing this.
