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Winning the Fight for Female Talent: Summary

Core Content

PwC's research, titled "Winning the Fight for Female Talent", highlights the critical need for organisations to adopt gender-inclusive recruitment strategies to attract and retain top talent. The report is based on insights from 328 executives and 4,792 professionals across over 70 countries, focusing on how organisations can better align their recruitment practices with the evolving expectations of the modern workforce, especially female talent.

Main Points

• Female Talent is Underrepresented: Despite increasing numbers of women entering the workforce, they remain underrepresented at all levels in the corporate pipeline.
• Unconscious Bias and Stereotypes: Many organisations are still influenced by unconscious gender stereotypes, which can impact hiring decisions and deter qualified female candidates.
• Inclusive Recruitment is a Strategic Imperative: To create a competitive advantage and a sustainable talent pipeline, organisations must focus on inclusive recruitment, which is not just a moral obligation but a business necessity.
• Employers are Taking Steps: 80% of employers have aligned their diversity and recruitment strategies, and 71% of them say these efforts are impacting their recruitment outcomes.
• Modern Workforce Priorities: The modern workforce, particularly women, values opportunities for career progression, competitive wages, and flexibility and work-life balance as key factors in choosing an employer.
• Talent Brand Matters: An inclusive talent brand is essential. Female candidates are more likely to consider employers who demonstrate genuine commitment to diversity and inclusion.
• Potential Over Perfection: Employers should focus on potential and learning agility rather than a perfect skillset. This shift is especially important for attracting career returners and experienced women.
• Technology for Inclusion: Digital tools and data analytics can help make recruitment more inclusive by identifying and addressing biased language in job postings, improving transparency, and supporting diverse talent identification.

Key Findings

• Gender Discrimination: Over one fifth of women in the study reported experiencing gender discrimination during job applications or interviews.
• Career Breaks and Returners: 76% of professional women on career breaks want to return to work, but 60% end up in lower-skilled roles due to lack of support.
• Pay Gap Concerns: 50% of women believe there is a gender pay gap between equally qualified male and female experienced hires.
• Diversity Disclosure: 61% of women consider the diversity of the leadership team when choosing an employer, and 56% look for public disclosure of diversity progress.

Roadmap to Success

To implement gender-inclusive recruitment, organisations should:

• Monitor and Assess: Use data analytics to measure diversity outcomes and track progress throughout the recruitment process.
• Set KPIs: Establish clear performance indicators to evaluate the effectiveness of recruitment interventions.
• Enhance Employer Brand: Build an inclusive talent brand that reflects real diversity efforts and showcases a culture of inclusion.
• Adopt Technology: Utilise diversity technology tools such as performance audition platforms, bias-detection software, and talent identification systems to improve inclusivity and fairness.
• Align Recruitment with Strategy: Ensure that diversity and recruitment strategies are integrated and not siloed.
• Address Unconscious Bias: Intervene to remove gender bias from hiring processes and ensure fair and equitable treatment of all candidates.

Additional Resources

• The full report "Winning the Fight for Female Talent: How to Gain the Diversity Edge through Inclusive Recruitment" is available at pwc.com/femaletalent.
• Case studies from DBS, Facebook, PwC, Royal Australian Air Force, and UBS provide real-world examples of how organisations are successfully implementing inclusive recruitment strategies.
• Organisations can benchmark their practices against insights from 328 diversity, HR, and recruitment executives.

Contact Information

• Sharmila Karve – PwC Global Diversity Leader
  Email: sharmila.karve@in.pwc.com
  Phone: +91 22 66691209

• Aoife Flood – Lead Researcher and Author
  Email: aoife.flood@ie.pwc.com
  Phone: +353 1 792 6459

• Bhushan Sethi – Partner, People & Organisation
  Email: bhushan.sethi@pwc.com
  Phone: +1 917 8639369

This summary outlines the critical insights and actionable strategies from PwC's research on gender-inclusive recruitment, providing a clear path for organisations to improve their talent attraction and retention efforts.