HOW TO RETAIN AND ATTRACT TOP-QUALITY FEMALE EMPLOYEES

Many organisations here in the UK are attempting to increase the number of women in their employee pool, particularly at senior levels. Often these employers operate in male-dominated sectors such as engineering or construction and recognise that proactive measures are sometimes necessary to make inroads. So what can be done?.

BULLYING, HARASSMENT & DISCRIMINATION
Adopt a zero-tolerance policy to comments and behaviour that may alienate female members of staff, which may start as banter then lead to allegations being made of conduct that could result in embarrassing publicity and tarnish the employer brand.

CAREER DEVELOPMENT
Invest resources in providing career paths to high-performers who may not stay with the organisation for life but could become ‘boomerang hires’ returning at some point in the future after gaining experience with competitors, customers or suppliers.

CHILD CARE
If the organisation is not large enough to offer a crèche then it may be worthwhile to explore relationships with local nurseries/childminders as well as big employers nearby with on-site facilities.

ENGAGEMENT, MORALE & JOB SATISFACTION
Undertake regular surveys and interviews to find out specifically what motivates employees, whilst informally getting to know your people so that managers can identify what makes certain individuals happy at work. 

EXIT INTERVIEWS
Spend time finding out why female colleagues resign and where they go to upon leaving. A growing trend for telephone interviews is for them to take place in addition to the face to face exit interview some time after any new job has commenced, often resulting in very different reasons being given.

GREEN ISSUES
Note that increasingly ladies join and leave an organisation depending on that organisation’s policy towards the environment, and those employers who proactively attempt to reduce their carbon footprint are often seen as attractive places to work.

HEALTH & WELLBEING
Many women are interested in health so providing well-woman clinics, healthy diet workshops, showers at work, yoga sessions and exercise classes have a positive impact on absence as well as engendering loyalty to the organisation.

MATERNITY
Treating pregnant employees like they have a disease is a sure-fire way to alienate return to work mums. If they see returning mothers treated well and with consideration, then they will be more likely to return.

WORKING HOURS & FLEXIBLE WORKING
Recognise that occasional working from home, not having to stay late in the office or skipping early morning networking events may make the difference when it comes to women voting with their feet on whether to stay or go.

Tim Holden

www.fluidconsultinglimited.com

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