ROI of gender-inclusive branding: maximising female talent retention

By Dhaivat Mehta

Many companies recognise the need to foster an environment that prioritises an inclusive and diverse culture. According to Statista, in 2022, the number of women in the country’s labour force increased by 4.35%, reaching 23.97%. Thus, it makes perfect sense to highlight them as highly valued team members. It is just as important to have policies and procedures in place that will help retain female talent, as it is to attract top female talent. Female talent, like all talent, is drawn to the organisation by desirable job titles and responsibilities, a competitive benefits package, leadership in the industry, and a strong brand image.

Certain data shows that gender diversity in the leadership team of a firm is positively connected with the organisation’s ability to generate above-average earnings. According to Statista, in 2020, women held around 28.3% of all managerial posts globally, up from 23.6% in 1991. Thus, companies can gain a great deal from an inclusive, friendly, and encouraging work atmosphere that goes far beyond mere numerical diversity.

Here’s a look at how gender-inclusive branding can maximise female talent retention:

Enhanced Recruitment and Reputation

A welcoming workplace is a powerful recruitment tool. According to PwC, 85% of female millennials find it vital, and they actively look for businesses that have a history of diversity. Furthermore, demonstrating inclusivity as an employer not only benefits your company but also enhances your reputation in the job market.

Increased Profits

Data has consistently shown that gender diversity increases profitability. According to McKinsey, businesses with gender diversity are 25% more likely to achieve above-average profitability. Promoting gender diversity in the workplace is a smart business move in addition to being morally correct. By promoting equality and inclusivity, businesses can benefit from a wider pool of talent, a diversity of perspectives, stronger teamwork, increased employee retention, a better representation of their clientele, improved recruitment and reputation, and increased profitability.

Serve the Needs of Women Staff

Once your company has identified areas where it needs to modify its procedures to draw in more female employees, it becomes essential to think carefully about the type of employment you are advertising. Particularly in the wake of the epidemic, female employees increasingly desire flexible work hours and the freedom to work from home. Thus, offering potential employees a variety of options shows that your company values diversity and is mindful of their needs. Sometimes men and women have different priorities when it comes to job benefits. So, in order to attract more female employees to your organisation, you might consider adding certain specific benefits to the job description that are tailored especially for women.

Support for Your Female Staff

It’s imperative to showcase how your company supports women in all areas. By actively supporting and employing women for leadership positions, you may set an example for other businesses by promoting women in leadership roles inside your company. This, in turn, shows potential female employees that there are prospects for professional advancement inside the company, which can play a role in their choice to work for your company over any other. Your company can demonstrate its support in several ways. One of the most effective strategies is starting a mentorship program, building a women’s network, or joining an existing one. This indicates how committed you are to helping your female employees progress in their careers across the company.