GIOF 2022 Annual Meeting
Accessibility tools for sustainable growth of e-commerce
Reversing Homophobia and Non-Binary Gender Discrimination at the C-level
Inclusive marketing solutions: from exploring new markets to creating a more inclusive worldOUTCOME OF THE TRAINING
To sum up, along with getting equipped with the needed tools for recruiting female talent, this training will assist your future endeavors in:
- Designing inclusive job descriptions
- Learning how to apply gender bilingual advertising
- Tracking the successful implementation of the newly established methods for female tech recruiting
Competition for tech and engineering talent isn’t simply an HR problem. It’s about survival, according to a 2021 Bain report on the Tech Industry.
As all industries compete for top candidates, leading companies are widening their funnel and investing in what sets them apart.
Diversity and inclusion come out top, as one of the key areas that they invest in to set themselves apart. No wonder as an analysis of Glassdoor — in the same Bain report — shows that more diverse and inclusive organisations are more attractive to ALL candidates.
So, what do you need to do to attract more female candidates to your organisation?
The package consists of 2×2 hour virtual training sessions, delivered on consecutive days. The session will teach you how to re-think your recruitment so you can recruit more women and hire the best available talent in the market.
Using approaches taught in this session, many organisations have moved from recruiting less than 20 % women to recruiting 50 % women.
Session 1 — How to attract a candidate pool with good quality female candidates?
Many organisations find it hard to attract female applicants. Typically, they would say, ‘I just don’t get any CV’s from women. They are just not interested in these types of roles and in this type of industry’. Or they believe that there may not be enough women that take Science, Tech or Engineering qualifications.
Session 2 — How to ensure women have an equal chance of being selected, and secure the best candidate for the role?
Once you are attracting a wider range of candidates, they need to be offered the role by the hiring manager and accept your offer. Recruitment firms find that when they offer a gender balanced shortlist, in 80 % of cases clients still choose a male candidate.
Organisations who trained with us
What our community says
“I indeed had my expectations really high, but it was way better than what I expected. […] I ended up after 3 h with almost 5 full pages of a notebook filled with quotes from the panelists. Connected with more than 100 people, meetings, booth fairs…”
Patricia Souza, D&I expert from Luxembourg
“Thoroughly enjoyed the conversation and all the questions — encouraged by the momentum from fellow panelists and the audience!”
Rebecca Hershey, Human Rights Campaign
“Great panel! Even as the moderator, I can’t wait to go back and listen to the recording to fully capture all the wisdom and practical insights shared by our panelists”
Bernardo Ferdman, Ferdman Consulting